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7. Prepare for the Unexpected: Develop contingency plans for vendor failure, security incidents, or regulatory shifts. 8. Stay Informed and Adapt: Keep abreast of changes in payroll regulations globally and invest in ongoing staff training to manage evolving compliance requirements. In summary, understanding exactly who processes your payroll locally is critical to mitigating operational, regulatory, financial, and reputational risks. The traditional multi-affiliate outsourcing model introduces significant accountability gaps and reduces transparency. Moving to a direct, single-source global payroll model, with advanced technology and dedicated local expertise, offers superior control, compliance, and employee experience. Payroll is not just an administrative necessity but a cornerstone of organisational trust and integrity. By demanding transparency, tightening controls, and fostering direct governance, payroll managers can safeguard their organisations and strengthen one of their most vital employee touchpoints: the payslip.
The direct model delivers consistent service quality and compliance standards, resulting in a resilient payroll operation scalable
to business growth without added risks.
3. Tier Your Due Diligence: Institute risk-based review and approval processes for subcontractors, especially in high-risk locations or large employee populations. 4. Establish Direct Governance Channels: Build direct relationships with local payroll teams to maintain unfiltered visibility and control. 5. Monitor Continuously: Perform regular audits and compliance reviews, including all processing entities, not just the primary provider. 6. Prioritise Data Security: Confirm that all parties follow strict data privacy and protection standards aligned with GDPR and local regulations.
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GLOBAL PAYROLL MAGAZINE ISSUE 15
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