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ISSUE 10 I 2025
Are You Feeding Your Elephant or Your Frog?
PAYROLL FRAUD PREVENTION The Impact of AI
BEHIND THE PAYSLIP Real Stories From the Frontline of Payroll
NSW INDUSTRIAL RELATIONS Modern-Day Regulation
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The Lure of Jumping on a Trend
at how ethical practices can help with The Battle for Dominance in HR Tech Following payroll embezzlement hitting the headlines again, Manju Shetija considers the positive impact AI could have on payroll fraud prevention and change could be coming for our HR Manager as his workplace and career reach a crossroads. These are exciting times for the GPA, judging for the Global Payroll Awards 2025 will soon be underway, and the team will also be preparing for our forthcoming symposiums in Dubai, Singapore and Kuala Lumpur. There are lots of big things on the horizon that I’m looking forward to sharing with you in future issues. I’d better sign off before I’m tempted to spill the beans… Wishing a happy and prosperous month to you all!
W e recently hosted the GPA Payroll Summit 2025 in London and, during one of our spirited discussion panels, the subject of pursuing shiny objects came up: why the lure of jumping on a trend or impulsively choosing something because it’s new and sparkly might not always be the wisest business decision. We’ve been thinking about that again in recent weeks in the wake of an industry scandal and reminded ourselves that integrity still beats shine every time. In this month’s issue, Ayşe Nazmiye Uça is also looking at the things we prioritise and wondering where our time and energy might be better spent if we want to be our best selves. Rick Hammell takes a timely look
Melanie Pizzey
Melanie Pizzey GPA CEO
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04:05 CONTENTS
14 GLOBAL NAVIGATING INTERMEDIARY BANK FEES A payroll provider’s
THE IMPACT OF AI ON PAYROLL FRAUD PREVENTION Payroll fraud is a concern for businesses of all sizes
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guide to cost-effective global payments and Offboarding 38 GLOBAL BETWEEN THE LINES Payroll/HR entrepreneur
Rick Hammell 44 GLOBAL WHOEVER SAID PAYROLL WAS BORING
Never underestimate the power of integrity 48 AMERICAS U.S. PRACTITIONER’S PERSPECTIVE Why do payroll implementations go bad 54 GLOBAL INNOVATION, COMPETITION AND ETHICS The battle for dominance in HR tech 60 GLOBAL SEAMLESS PAYROLL INTEGRATION Unlocking business agility
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34 APAC MODERN-DAY REGULATION NSW industrial relations
26 GLOBAL REAL STORIES FROM PAYROLL HEROES Escaping the payroll holiday trap
20 GLOBAL WORK AND WELLBEING
Are you feeding your elephant or your frog?
REGULARS
68 GLOBAL DIARY OF AN HR
72 APAC ASIA BRIEFING Overview on Asia news 74 GLOBAL FIND A VENDOR A comprehensive list of suppliers to the global payroll industry
07 GLOBAL NEWS Interactive global payroll news 66 GLOBAL GPA TRAINING Join our experts through the process of running payrolls in different countries
MANAGER 70 GLOBAL
GPA WEBINARS The latest global and in-country payroll topics and trends
The GPA , 49 Greek St, Soho, London W1D 4EG. Tel: +44 (0)203 871 8870 Melanie Pizzey - CEO and 04:05 Executive Editor: melanie@globalpayrollassociation.com Rich Robins - 04:05 Designer: hello@megandmore.co.uk Hayleigh Blinkhorne - events/vendors/advertising: hayleigh@globalpayrollassociation.com General enquiries/mentor scheme/training : - info@globalpayrollassociation.com Michael Baer - US contributor: mike@globalpayrollassociation.com Nilufer Gul - GM APAC/Australia: nilufer@globalpayrollassociation.com Tel: +61 (0)413 749 714 CONTACTS
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Payroll as a career: Insights from senior payroll professionals Payroll as a career: Insights from senior payroll professionals
Download the white paper Download the white paper
Global Payroll News Stay updated with news on global payroll trends, automation, compliance, AI integration, financial wellness, accurate payments, addressing wage discrepancies and more. 04:05 GLOBAL NEWS
UK
US
UK
US
National Living Wage rises to £12.21 on April 1 Read more...
Trump signs order to modernise disbursements Read more...
de Novo Solutions launches AI payroll outsourcing service Read more...
IBM to cut 9,000 jobs as workforce relocates overseas Read more...
China
Australia
Kuwait
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HR manager’s 16 million yuan payroll fraud Read more...
Nation’s biggest super fund incurs
Nationals earn nearly five times as much as expats Read more...
Labor Law amendments now in effect Read more...
massive fine Read more... Kenya
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VIEW OTHER NEWS FROM AROUND THE WORLD EMEA APAC AFRICA AMERICAS MIDDLE EAST GLOBAL
Kenya
Trade union body denies delayed salaries Read more...
Helios secures $15.5 million capital raise Read more...
Little launches MySalary earned wage access Read more...
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The Impact of AI on Payroll Fraud Prevention Payroll fraud is a concern for businesses of all sizes. From fake expense claims and altered timesheets claiming unworked hours to paying salaries to ghost employees, the prevalence of payroll fraud is alarming and according to the Occupational Fraud 2024 report by the Association of Certified Fraud Examiners (ACFE), these frauds generally last an average of 18 months before detection. T he report also shows that 32% of occupational frauds occur due to a lack
Manju Shetija is a seasoned expert in Global Payroll Compliance with over 17 years of experience, adept at managing and navigating the complex landscape of international payroll regulations. Based in Hyderabad, India, and currently serving as the Senior Director of Global Payroll Compliance at Akrivia HCM , she has a proven track record of ensuring compliance across diverse jurisdictions by leveraging her deep knowledge of local labor laws, tax obligations, and payroll systems. For compliance queries, she can be reached at manju.s@akriviahcm. com , or you can book her as a mentor through GPA Mentor portal . 08 I 04:05
methods which rely heavily on manual checks, are becoming less effective against modern payroll fraud. Incorporating AI into payroll systems can significantly enhance fraud detection, offering businesses more reliable and efficient solutions to protect their operations. Why Traditional Methods of Fraud Detection Are Often Ineffective Traditional payroll fraud
of internal controls and estimates that organisations face a median loss of $145,000 while the average loss per case is $1.7 million. However, the impact of payroll fraud is not merely financial, it can also damage an organisation’s reputation, wear down employee trust, and lead to legal repercussions. Traditional fraud detection
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Incorporating AI into payroll systems can significantly enhance fraud detection, offering businesses more reliable and efficient solutions to protect their operations. “
Human Error : Humans are prone to oversight. For instance, auditors may miss irregularities,
Labour-Intensive : Manual checks can be labour-intensive, requiring significant resources and time, adding to the existing operational costs. Given these limitations, many businesses are turning to more advanced and proactive approaches, particularly AI-powered systems, to strengthen their fraud prevention strategies.
detection relies heavily on manual reviews which are time-consuming and rule-based systems that are not equipped well enough to handle the complexity and volume of data in modern payroll systems. Traditional methods can identify fraud only after it has occurred, leading to significant financial losses, and they cannot prevent fraud. While effective to some degree, these methods have several limitations:
especially in large volumes of payroll data.
Limited Scope : Traditional fraud detection processes are not proactive, leaving organisations vulnerable to fraud that is not immediately obvious.
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How AI is Revolutionising Payroll Fraud Prevention With advanced algorithms, machine learning, and real- time analytics, the use of AI in payroll systems is not just detecting fraud but preventing it proactively, setting a new standard for a secure payroll environment. 1. Irregularity Detection Recent news revealed that an HR manager in China embezzled $2.2 million from a company by creating 22 fake employees and pocketing their salaries. A payroll system with inbuilt AI and Robotic Process Automation (RPA) can help prevent such frauds. AI can spot subtle irregularities in large datasets that human analysts might miss. RPA complements this task. RPA can be programmed to systematically compare employee time and attendance records against approved leave requests, vendor payment details, and bank account information.
Any discrepancies, such as duplicate payments, unauthorised overtime claims, or alterations to direct deposit details, can be flagged for immediate human review. This will substantially reduce the window of opportunity for fraudulent activities to occur undetected as well as minimise human errors. 2. Real-Time Monitoring to Predict Fraud Such payroll systems use real-time monitoring to effectively predict and prevent payroll fraud. By continuously analysing historical and transactional data, it can detect unusual patterns, such as a sudden rise in payroll expenses or irregular vendor payments, that may indicate fraudulent activity. This proactive real-time analysis helps businesses to quickly spot and address potential issues. 3. Scalability Without Compromise As businesses expand, both the risk of fraud and the frequency of manual oversight errors tend to rise. AI-powered payroll solutions can scale effortlessly,
processing millions of payroll transactions across global teams without the need for additional human resources. This makes it an ideal solution for businesses of all sizes. 4. Cost Efficiency By automating tasks and reducing errors, automated payroll systems can help organisations save on payroll processing costs and minimise potential financial losses due to fraud. 5. Improved Compliance Automated payroll solutions dynamically align with changing tax laws and labour regulations such as updated tax brackets and minimum wage adjustments. Such solutions help automate compliance workflows, ensuring adherence and significantly reducing non-compliance risks and penalties. Challenges of AI in Payroll Fraud Prevention While AI-integrated payroll solutions offer a bunch of advantages, there are challenges to take into consideration. Below are
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the key challenges for businesses integrating AI into their payroll fraud prevention strategies: 1. Data Privacy Concerns When the topic is advanced technology, such as AI, the data security concerns tag along. Protecting sensitive employee data in an AI-integrated payroll system is crucial, therefore, organisations must implement robust security measures and comply with local data protection regulations. 2. Skill Gaps and Training Since new technology is being introduced, organisations would need to invest in training the existing workforce or hire skilled professionals to implement and manage an AI-enabled payroll system. 3. Algorithmic Bias There is a high chance of biased algorithms inherited from the data AI models are trained on. Organisations must ensure their solutions are trained on diverse and unbiased datasets to eliminate this issue.
While AI-integrated payroll solutions offer a bunch of advantages, there are challenges to take into consideration.
4. High Implementation Costs and Resource Demands While an AI-enabled payroll system can be cost- effective once enforced, the implementation cost can be burdensome. It requires significant upfront investment in technology, talent, and training. Small and midsize enterprises often lack the budget or expertise to build in-house solutions. Conclusion The transformative potential of AI is overwhelming. According to Allied Market Research’s Digital Process Automation Market Statistics , the global digital process automation market size value is projected to reach $42.7 billion by 2031 and the adoption of AI in the automation process of various systems is also growing at lightning speed.
As businesses increasingly face the complexities of modern payroll, traditional methods of fraud detection have proven inadequate. AI’s ability to proactively detect irregularities, harness predictive analytics, and offer real- time monitoring of payroll data is revolutionising the way organisations prevent fraud. While the adoption of AI into payroll is not without its challenges, the potential benefits far outweigh the drawbacks. The AI implemented in payroll systems acts as a vigilant protector, effortlessly monitoring to prevent fraud. Businesses that invest in AI-powered fraud prevention solutions will not only safeguard their financial interests but also create a more transparent and trustworthy payroll environment.
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Navigating Intermediary Bank Fees: A Payroll Provider’s Guide to Cost-Effective Global Payments and Offboarding Navigating the complexities of global payroll can be a daunting challenge, especially when dealing with intermediary bank fees that can impact a client’s financial plan. These fees, often obscure and subject to fluctuation, depend on the payment pathway, currency, and the regulatory environment. For a payroll provider, effectively managing these fees is not just a necessity but a way to stand out in a competitive market.
Author: Sam McIntyre Sam McIntyre is the Global Head of Enterprise Solutions at Currencies Direct, a leading international payments company founded over 25 years ago. With more than two decades experience in financial services, including 17 years specialising in international payments, Sam has spent recent years supporting global payroll businesses in delivering their time- critical payments with precision and reliability. Passionate about combining cutting- edge technology with exceptional human service, Sam is dedicated to creating seamless and outstanding client experiences. Click here to speak to an expert or visit LinkedIn. 14 I 04:05
Navigating the Maze of Intermediary Bank Fees A thorough understanding of the structure and categories of intermediary bank fees is essential for effective cost management in
global payroll. These fees can impose a significant financial burden on clients, often going unnoticed due to their complexity and occasional obscurity. Intermediary banks, or
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correspondent banks, act as intermediaries in international transactions, facilitating the movement of funds between the sending and receiving banks. Each intermediary bank in the transaction chain can charge fees, which can add up, especially in cross-border payments. The size of these fees is influenced by various factors, such as the
payment pathway, the currencies being exchanged, and the regulatory frameworks of the countries involved. For instance, payments routed through a specific correspondent bank in one country may incur higher fees compared to an alternative route in another country. Similarly, certain currencies may be associated with higher processing fees due to their volatility or limited
use in international transactions. Regulatory requirements can also play a significant role, with some countries imposing additional fees or compliance costs that increase the overall expense of the transaction. For example, a UK-based payroll provider paying employees in Brazil may find that payments routed through US
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intermediary banks incur higher fees than direct transfers to a local Brazilian partner bank. Collaborating with local banks and financial institutions can provide valuable insights and potentially reduce intermediary fees. Local banks are well- versed in the regulatory landscape and can offer tailored solutions that optimise payment routes and minimise costs. By building strong relationships with these institutions, you can gain access to better rates and services. Additionally, local banks can serve as reliable partners in identifying and mitigating risks associated with
cross-border transactions, ensuring that salary payments are transferred efficiently and securely. Strategies for Minimising Costs in Global Payroll Building on a solid understanding of intermediary bank fees, it is crucial to adopt strategic approaches that can significantly reduce these costs and enhance the efficiency of global payroll processes. One effective method is to leverage global payment routing solutions provided by specialist providers. These solutions are designed to optimise payment routes by identifying
the most cost-effective and efficient paths for fund transfers. By partnering with these providers, companies can minimise the number of intermediaries involved, thereby reducing the fees that can accumulate with each additional bank in the transaction chain. For instance, a multinational company with employees across Europe, North America, and Asia might use a payment provider that consolidates payments and routes them via the lowest-cost corridors. This reduces reliance on multiple intermediary banks, cutting down fees and ensuring faster delivery of salaries. Regular review and audit of payment routes are essential for maintaining cost efficiency. Over time, changes in regulatory requirements, currency exchange rates, and bank policies can affect the fees associated with different payment corridors. By conducting periodic audits, you can identify high-fee routes and take corrective
One effective method is to leverage global payment routing solutions provided by specialist providers. These solutions are designed to optimise payment routes by identifying the most cost-effective and efficient paths for fund transfers.
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actions to optimise payment processes.
unnecessary conversion fees and rate fluctuations. If a business has staff in Europe that are paid in euros, in the UK that are paid in pounds and in India that are paid in rupees, having accounts with funds in those currencies means staff can be paid from each of those pots rather than using pounds to cover all of those salary payments each month.
For payroll providers, this approach can be strengthened through a strategic hedging plan. By securing the necessary currencies in advance at a fixed rate, businesses can mitigate the risk of exchange rate volatility that could otherwise lead to fluctuating payroll costs. This stability benefits payroll providers in several ways. Firstly, it ensures accurate cost forecasting,
This proactive approach ensures the use of the most cost-effective routes and the ability to quickly adapt to changes in the financial landscape. Having funds for salary payments in the required currency reduces the need for exchanges to happen with each individual payment, helping businesses avoid
ISSUE 10 GLOBAL PAYROLL MAGAZINE By securing the necessary currencies in advance at a fixed rate, businesses can mitigate the risk of exchange rate volatility that could otherwise lead to fluctuating payroll costs. “ 04:05 I 17
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allowing providers to offer consistent pricing to their clients without unexpected rate-driven increases. Secondly, it minimises the risk of underfunding payroll due to sudden currency depreciation, reducing the need for last-minute currency purchases at potentially unfavourable rates. Lastly, a well- structured hedging strategy enhances cash flow management by allowing payroll providers to plan ahead, rather than reacting to market movements. In turn, this provides a smoother, more reliable payroll service for clients operating across multiple currencies. Technological Solutions for Fee Transparency and Control When considering strategies for managing intermediary bank fees, it is important to examine the technological solutions that can significantly enhance fee transparency and control. Advanced payment platforms are at the forefront of this
transformation, offering intelligent payment routing to maximise efficiency. These platforms provide a comprehensive view of the transaction, from initiation to settlement, allowing for the identification and prompt resolution of any unexpected issues. For example, a payroll provider using an advanced payment platform can gain full visibility into the status of payments, ensuring they are processed efficiently and with minimal delays. This level of oversight allows providers to track transactions in real time and relay updates to clients, strengthening trust and enhancing operational processes. The integration of API solutions and mass payments technology can further streamline global payroll operations. APIs provide a means for international payment solutions to be embedded within payroll systems, facilitating automated payment processing and reducing the need for
manual intervention. This integration not only accelerates the payment process but also increases accuracy. Mass payments technology enables the simultaneous processing of thousands of payments in a matter of minutes. This efficiency is particularly advantageous for businesses with a significant number of international employees, simplifying the payroll process and reducing administrative overhead. Automated reconciliation tools are another critical component of a modern payroll provider’s solution. These ERP integration tools help to minimise the risk of manual errors, which can lead to discrepancies and additional costs. By automating the reconciliation process, you can ensure that all fees are accounted for and that your clients’ financial records are accurate and up to date. This level of precision not only enhances the reliability of your services but also provides your clients with less manual work for their team.
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Are You Feeding Your Elephant or Your Frog? Lately, everywhere you look, there’s another self-improvement book, video, or social media post telling us how to be better, reach our goals, or learn to say no. Honestly, it’s getting a bit much. But recently, I’ve been following Oğuz Benlioğlu’s content, and one of his videos particularly stuck with me. I reached out to him directly and got his permission to share its content with you here. D o you ever feel stuck between all the things
Ayşe Nazmiye Uça is the Founder and Chairman of the Turkish Payroll Association and established Turkey’s first payroll outsourcing company 26 years ago. Her company, Datassist, leads the market in technology-centered payroll services, catering to Fortune 500 companies and major Turkish corporations. Datassist excels in Regulation Technologies (RegTech) and continues to expand through strategic investments and business partnerships, aiming to offer comprehensive services in an evolving market. In 2024, Ayşe ranked 20th among Turkey’s top 100 female founders by Fast Company magazine, based on company turnover. Her life purpose is to shape organizations, create new opportunities, and guide her employees toward achieving their career goals. 20 I 04:05
through social media, only to regret wasting time afterwards? If so, you’re not alone. We all have these moments. And with all the self- improvement advice floating around, it can feel overwhelming. But this idea from Benlioğlu really hit home.
you have to do—rules to follow, tasks to check off, social events you feel obligated to attend—and the things you actually want to do? Or do you
ever catch yourself mindlessly scrolling
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So, what’s the deal with the elephant and the frog? Every day, as we go about our routines—working, running errands, learning new things, spending time with family—we make choices. And the question is: Are we feeding our elephant or Frogs are the little things that pop up in daily life— the quick tasks, the things we need to handle right away. These are the “just get it done” moments: Deciding what to eat for lunch. Fixing a small problem for your spouse or kid. our frog? The Frog
have to. If we don’t, they pile up, and suddenly, they’re everywhere, jumping around and making a mess. But here’s the thing: we also choose to feed a different kind of frog: Binge-watching Netflix while calling it “rest.” Grabbing fast food instead of taking time for a real meal. Going out drinking because, well, everyone else is. Saying yes to family events just to keep the peace. Losing an hour (or more) to doom-scrolling on social media.
At work, it’s the same. There are always a million frogs to deal with—urgent emails, last-minute requests, quick fixes. If we don’t feed these frogs, they cause problems. That’s why we keep Now, elephants are different. They grow slowly. You won’t see instant results. No one’s going to pat you on the back for feeding your elephant. In fact, people might not even notice. Some might even question why you’re doing it at all. So, what counts as an elephant? Reading quality books— literature, leadership, self-development. feeding them. The Elephant
Answering an email before it turns into a bigger issue.
We deal with these frogs all day long because we have to. If we don’t, they pile up, and suddenly, they’re everywhere, jumping around and making a mess.
Wrapping up that work task before it turns into a customer complaint. We deal with these frogs all day long because we
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Taking a course to get better at something meaningful. Sticking to a real fitness plan, training for a marathon, cycling regularly. Learning to play an instrument or taking voice lessons. Working on public speaking skills or taking a solid communication course. Learning a new language, coding, or exploring AI. Studying something that either improves your job skills or broadens your knowledge in a completely different area. It’s like chess. You can play impulsively, focusing only on the next move and reacting to whatever is right in front of you. That’s feeding the frog—making quick decisions, solving short-term problems, moving without thinking about the bigger picture.
Here’s the problem: we’re so busy feeding our frogs that our elephants go hungry. And when that happens, we don’t notice right away.
Here’s the problem: we’re so busy feeding our frogs that our elephants go hungry. And when that happens, we don’t notice right away. No one else does either. But over time, if we keep at it—feeding our elephant little by little—it gets stronger. One day, there’s an opportunity. Maybe it’s a promotion, a career shift, or a big moment where we need to show what we know. That’s when we bring out the elephant. And with almost no effort,
Or, you can play strategically, planning three, five or even ten moves ahead. That’s feeding the elephant— investing in skills, knowledge, and habits that don’t pay off immediately but set you up for long-term success. Think about The Queen’s Gambit . Beth Harmon spent years feeding her elephant—practicing chess relentlessly, studying strategies and making sacrifices while everyone around her lived in the moment. But she also had moments where she got caught up feeding frogs—substance abuse, distractions, losing focus. The more she indulged in those, the weaker she became. But when she finally committed fully to her growth, she became unstoppable.
it crushes the frogs. So, the real question is: Which one are you feeding more?
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While most employees simply book time off and vanish, payroll professionals typically face a chaotic obstacle course of preparation, double-checking and emergency planning before they dare step away from their desks. Their holiday countdown looks vastly different from the average worker’s experience. Payroll Heroes Escaping the Payroll Holiday Trap Behind the Payslip: Real Stories from
Author : Helen Dooley Helen Dooley is the Chief Commercial Officer at CR Payroll. Through her experience in multiple disciplines and verticals, she brings decades of experience and a genuine passion for client support and problem-solving. Helen believes in the power of listening and the value of gaining different perspectives. The CR Payroll team are the emergency responders of payroll, spotting issues before they snowball. With years of expertise and a sixth (payroll) sense, they create bulletproof contingency plans to keep payroll running smoothly. From last-minute curveballs to system meltdowns, they’ve seen it all, and fixed it. Their proactive approach ensures businesses can rest easy knowing payroll is in expert hands.
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Six Months Before: The Calendar Conundrum For most employees, booking a holiday is straightforward: check annual leave balance, pick preferred dates, submit a request, done. For payroll professionals,
calendar becomes a battlefield of red circles, highlighted dates, and blocked-out periods. “I literally have to map out the entire year’s payroll schedule before I can even think about booking time off,” explains Rebecca, head of payroll at a retail company. “Year-end? Impossible.
Days before or after bank holidays? Can be risky. Three weeks in a row?” You can probably still hear her laughing. The calculation includes statutory filing deadlines, payment processing days, reporting schedules, and system update windows. Then there’s coordinating with fellow payroll team
it’s akin to solving a complex puzzle with moving pieces. The
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members, someone must always remain to guard the fort. “My family wanted to book our summer holiday in January to get the best deals,” Rebecca continues. “I had to make them wait until March because I needed to confirm when the new pension auto- enrolment changes would be implemented. My husband thought I was being dramatic until I showed him my colour- coded spreadsheet of ‘possible holiday windows’.” Even when a suitable date is identified, there’s the lingering anxiety that something (it could be anything when it comes to payroll!) might suddenly render those dates unworkable. The Departure Dilemma It’s 5 p.m. on a Friday. Regular employees are gleefully shutting down computers, bidding farewell to colleagues with casual waves as they breeze out the door. “See you in two weeks!” they
chirp, already mentally on a beach somewhere with a colourful cocktail. Their out-of-office message is set, phone switched to holiday mode. Meanwhile, down the corridor, Sarah, the payroll manager, tells a different story. Sarah is frantically going through her pre- holiday checklist for the fourth time. The payroll run is complete, but the anxiety remains. Has she remembered to schedule the BACS payments? What about the new starter who joined yesterday? Did she remember to update those pay code changes? The pension contributions
report needs submitting before month-end, who will handle that in her absence? Sarah has documented a handover so detailed it resembles an instruction manual for defusing a bomb because one wrong move could cause complete payroll chaos. The McIntyre Effect contrast between parents and non-parents leaving the house, the former engaged in a military- style operation involving endless lists, packed bags and last-minute bathroom trips; the latter simply grabbing keys and walking out the door. Comedian Michael McIntyre famously observed the stark
Many employees prepare for holidays with casual ease. Payroll professionals, however, begin their preparation weeks in advance, with meticulous planning that would impress military strategists.
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Global payroll’s future leverages automation, AI, and cloud solutions to streamline processes, ensure compliance, and adapt to remote work and diverse regulations. READ MORE HERE
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The parallel with payroll professionals is uncanny. Many employees prepare for holidays with casual ease. Payroll professionals, however, begin their preparation weeks in advance, with meticulous planning that would impress military strategists. Two Weeks Before: The Preparation Phase For standard employees, holiday preparation means shopping for swimwear and downloading books onto Kindles. For payroll professionals, it means auditing upcoming deadlines, training colleagues on emergency procedures, and creating detailed contingency plans. “I start adjusting the payroll schedule a month before my holiday,” explains Tom, a payroll officer at a manufacturing company. “I run early calculations, prepare draft reports, and basically do half of next month’s work in advance.” The stress is compounded
Spain walking a colleague through processing an urgent payment. My family wasn’t impressed, but what could I do? People needed their wages.” During the Holiday: Reality vs. Expectations Regular employees post idyllic sunset photos on social media, completely disconnected from work concerns. Meanwhile, payroll professionals find themselves having recurring nightmares about decimal point errors and missed deadlines. David, a senior payroll specialist, recounts his experience: “I was halfway up a mountain in Wales when I realised I hadn’t completed an update in the system. The mobile reception was terrible, but I spent an hour trying to connect to the VPN to make the change. My wife still brings it up at family gatherings.” The underlying issue is the critical nature of payroll. When other departments make mistakes, they can
by the fact that payroll cannot simply pause. Unlike many business functions, the commitment to pay people correctly and on time cannot be postponed because someone is sunbathing in Portugal. One Day Before: The Leaving Ceremony Regular employee departure: “Bye everyone, see you when I see you! Don’t burn the place down!” Exits building whistling. Payroll professional departure: Four hours of handover meetings, three different colleagues designated as emergency contacts for specific scenarios, passwords sealed in envelopes with the finance director, and a mobile phone that will never truly be switched off.
“I’ve accepted that I’ll check my emails at least once a day,”
confesses Maria, a payroll administrator. “Last year, I spent two hours on the phone from a beach in
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Organisations can help by recognising the unique pressures faced by payroll teams and ensuring adequate cover and support systems are in place. The next time you casually stroll out for your two-week break, spare a thought for your payroll colleagues. While you’re packing sunscreen, they’re packing their laptop, and that’s why your holiday pay will arrive in your account precisely when it should.
Despite these challenges, payroll professionals need holidays more than most. The constant pressure of compliance, deadlines, and perfect accuracy takes its toll.
often be corrected over time. When payroll makes a mistake, people don’t receive the correct money in their bank accounts. The pressure is immediate and intense. The Return: Contrasting Realities When standard employees return from holiday, they ease back in with coffee and casual chats about their time away. The inbox can wait; the first day back is a gentle reintroduction to working life. For payroll professionals, the return resembles a firefighter entering a burning building. The inbox overflows with urgent queries, deadline notifications, and updates that couldn’t possibly wait. The relaxed holiday glow evaporates within
minutes of sitting at the desk. Finding Balance
Despite these challenges, payroll professionals need holidays more than most. The constant pressure of compliance, deadlines, and perfect accuracy takes its toll.
Your Stories Matter: Let’s Keep This Conversation Going Thank you to everyone who has shared their payroll experiences! If you haven’t yet, don’t assume your story isn’t worth telling. Even a single line can capture the reality of working in payroll, and we’d love to hear it. Send your stories confidentially to helen.dooley@crpayrollsolutions.com Let’s shine a light on the people who keep the wheels turning and the payslips rolling. Because payroll is never just numbers - it’s the people behind them who make it work.
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The Great Transformation Guide
ADP has authored a series of thought-provoking articles exploring the relationship between organisations and payroll. From the HR and payroll challenges of global expansion to the rich resources of payroll data; from the payroll skills shortage to the true cost of inefficient processes; this series helps to identify and solve obstacles and appreciate and embrace the ever-greater asset payroll can become to companies navigating a treacherous business landscape.
Are you optimising your partnerships with in- country payroll vendors?
Why is payroll so vital during international growth?
Finding the real cost of payroll and making it more cost- efficient
Safeguarding payroll data - critical
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How the payroll skills shortage could impact
Inefficient payroll
Global expansion - HR and payroll compliance challenges
The benefits of data-driven
processes: a hindrance to growth plans?
payroll for company growth
your global expansion plans
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NSW Industrial Relations: Modern-Day Regulation
Author: Toni Minovski Toni Minovski has 20- plus years of experience working at NSW Industrial Relations (NSW IR). With a industrial relations and compliance, Toni plays a crucial role in ensuring that the regulator works hard to ensure employers stay in line with the NSW Long Service Leave Act 1955. strong background in communications, As the Stakeholder Engagement Manager at NSW Industrial Relations, Toni is a trusted expert in the field of industrial relations and compliance, having presented to thousands of employers, employees and payroll specialists.
At NSW Industrial Relations (NSW IR) Inspectorate we understand building a strong compliance culture requires both education and enforcement. The Inspectorate has diverse responsibilities across local government, the public sector and the construction industry but a key area of focus for us is regulating long service leave across the private and public sectors of NSW as per the Long Service Leave Act 1955.
What is Long Service Leave? Long service leave is a unique entitlement that provides for paid leave where an employee has achieved a certain number of years of continuous service with an employer. Historically this legislation
was brought in to provide expatriated migrants the opportunity to return to their homeland during their long service leave. In 1955, geographically, that may have taken a couple of months to do, which is why the original entitlement in NSW is 2 months of leave for 10 years of service.
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education to prevent and deter unlawful behaviour. “
We apply a strategic enforcement model that uses formal investigative tools, collaboration with stakeholders, dissemination of information and
How We Plan to Achieve a Compliance Culture We are committed to enforcing this legislation, but we are working hard as a regulator to equip employers and workers with the knowledge they need to meet their obligations and exercise their rights according to legislation. We apply a strategic enforcement model that
uses formal investigative tools, collaboration with stakeholders,
agencies we increase our reach, and we increase the effectiveness of our education initiatives. How do we do this? Digital Learning We recognise the importance of digital learning and have evolved to suit it. We have a suite of online resources and digital learning tools, including e-learning modules, FAQs, and a Chatbot
dissemination of information and
education to prevent and deter unlawful behaviour.
Stakeholder Engagement Robust stakeholder engagement is an
ongoing focus for NSW IR. By partnering with industry associations, employer groups, unions and other government
to answer specific long-service leave
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enquiries. We also have the Long Service Leave Champions Course which provides a series of modules delivering comprehensive and practical information on the administration of long service leave. On completing the course participants are awarded a digital credential (that they can post on social media) that states they are a NSW Long Service Leave Champion. Whilst using digital tools is great, we feel that engagement through face-to-face interaction is valuable to our constituents and to us. We regularly engage with business, industry, employers and educators through face-to-face meetings. Yes, this means our Stakeholder Engagement Manager may drink a lot of coffee, but we find these Face to Face Engagement sessions provide a great opportunity to educate and listen to how we can best serve our community.
While engagement and education are important, the role of our enforcement teams is essential in building a compliance culture
Custom Presentations An impactful form of engagement. When we present at conferences or other events our engagement in all areas increases. We craft custom presentations to suit different audience needs. These presentations raise awareness of who we are and what we do. They give us scale and impact and offer us the opportunity to hear about what matters to different audiences and what questions they might have. These events are a catalyst for further discussion and collaboration and reinforce our commitment to building a compliance culture.
Social Media NSW Industrial
Relations has an active social media presence. We use social media to provide education, post details about upcoming events and courses and advertise the results of compliance activities. You can find us on Twitter and LinkedIn. Investigation Activities While engagement and education are important, the role of our enforcement teams is essential in building a compliance culture. NSW IR’s Inspectorate Strategic Investigations Team and our State Compliance Unit play a pivotal role in ensuring that long service leave obligations are complied with across the public and private sectors.
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The Next Steps We are a small regulator looking to make a big impact by continuously improving our processes, practices and engagement with the community. This year we published our Strategic Plan 2025 – 2027 which outlines the following strategic objectives: 1. Enhance the visibility and accessibility of our services and information. 2. Increase awareness and understanding of legislation and industry standards within our jurisdiction. 3. Conduct timely and effective proactive and reactive investigations. 4. Support individuals in resolving their own disputes when appropriate. 5. Implement strategic compliance and enforcement, including prosecution for serious and systemic issues when necessary.
Strategic Investigations The Strategic Investigations Team
6. Build an organisation focused on achieving our objectives. To progress these objectives this year we will be launching: methodology to give step-by-step guidance to employers on how to administer long-service leave a self-reporting policy a comprehensive long-service leave identified an issue with their long service leave administration and want assistance a conciliation pilot to try and improve the level of support we provide employers and complainants in resolving complaints and tools to assist employers who’ve We welcome the opportunity to work with you on building a compliance culture around long service leave in NSW. Please reach out and have your say.
initiates targeted campaigns and
proactive investigations. It provides information, advice and assistance relating to industrial entitlements to employers and where necessary prosecutes breaches of industrial law. State Compliance Unit The State Compliance Unit responds to and investigates enquiries and complaints regarding NSW industrial relations regulation by members of the NSW public. It provides information, advice and assistance relating to industrial entitlements, undertakes industrial inspections and where necessary prosecutes breaches of industrial law. Both these teams recover millions of dollars in unpaid long service leave every year and work with employers to significantly reduce misunderstandings about long service leave.
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04:05 INTERVIEW
If a payroll/HR entrepreneur can be defined, look no further than Rick Hammell, SPHR, who, as the founder of three companies, personifies the role. Early on, he experienced first-hand the struggle of administering global payroll using spreadsheets and email. Inspired by his leader to continue a career in employee data administration, Rick embarked on a mission to better incorporate technology into global HR and payroll applications. Between the Lines Rick Hammell
I n 2015, he founded (EOR), and evolved the company from a startup into an award-winning global tech firm with a network of 19 offices worldwide, providing support to clients in over 160 countries. As the Founder and CEO of Atlas, coined the term employer-of-record
Helios, Rick is ushering in a new approach to HCM and payments platforms. One that is powered by AI, geared for global teams to enhance productivity, offer data- driven insights for strategic decisions, and revolutionize industries to drive global expansion and economic growth.
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GPA: What got you involved in payroll and HR services? What kind of background did you have to kind of migrate into this realm? Rick Hammell: When I say I date myself a little bit, I remember when global payroll was Excel files that you emailed. My first HR role was at a major hotel corporation, tasked with making sure people were on- boarded and paid correctly. The hospitality industry provided a good foundation for how to treat people. Then I worked for a technology company and there the director of HR really inspired me to continue my career in HR and gave me a lot of opportunities to really expand, and I learned HR in the tech world was actually really important. Then the 2008 recession hit and we had to switch gears. I got into government contracting, which took me international. I was the
I think when companies are wanting to go global, everyone says it’s complicated and, yes, there’s some complications behind it. But, if you can provide technology to make it more simplistic and more attainable, more businesses will be able to do it.
one to figure out how to on-board people, how to make sure they get paid correctly in Saudi Arabia, Singapore, and Japan. We didn’t have entities completely ready at that point. I had to figure out how to get entities set up. But we still had to pay people. All those issues of having to figure out how to deploy talent abroad, I had to go through that. And I just felt like it was a really bad experience for not having things really organized in regards to technology. I saw there is a gap in the overall solution and I took it upon myself to figure out how to resolve it.
I remember taking the proceeds from selling my house and starting the business which became Atlas. Then when we were trying to build something out even further and I had to get investors, I told them: “Look, I’m going to do this, but I’m also going to put my own capital into it as well.” Which, obviously, makes investors very happy to know you have a personal investment. Now what we have here at Helios is that next evolution of really thinking about the entire global operations for businesses. And with Helios, we really want a global structure with
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