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Accountants, not all payroll software is equal!

gentongbet — Sat, 04 Apr 2026 23:00:07 +0000

When it comes to providing payroll services to clients, the difference between an expense and a revenue stream ultimately comes down to one aspect: the software.

Many accounting firms are quietly abandoning payroll because the administrator is relentless, the deadlines are unforgiving, and the software, for too long, has not kept pace.

To help you find the right payroll software for your business, we’ve explored key considerations and highlighted best practices.

Why finding the right payroll software is so important

The payroll software your business chooses can directly influence your growth, profitability and customer satisfaction.

Manage customer complexity

As you onboard new clients, payroll quickly becomes more complex.

Each customer brings their own:

Compensation Structures
Contracts
Working models
Legal requirements

Without the right software, your team absorbs all that complexity, like searching for data, entering numbers, and handling the same customer queries week after week.

Reduce risks

Errors pose a huge risk when processes rely heavily on manual entry.

The right payroll software automates routine tasks and eliminates data entry, simultaneously helping to improve accuracy and reduce the workload on your team.

Meet expectations

Customers expect a high level of service, and the right payroll software helps you meet and exceed those expectations.

From smoother customer onboarding to more reliable payroll management, the software you choose directly contributes to stronger customer relationships and higher satisfaction levels.

Not all payroll software is built the same

For many accounting firms and payroll offices, managing hundreds or even thousands of client payrolls means:

Constant pressure
Juggling data
Meet deadlines
Last minute changes
Responding to the same queries repeatedly

It doesn’t have to be like that.

Choosing a system with the right features can support your practice’s growth and profitability.

Customer self-service

Transform payroll from a behind-the-scenes service to a visible, value-added offering.

The best payroll software provides secure, cloud-based employer portals that give businesses and their clients clear visibility into payroll activity.

These portals should allow your clients to view payroll schedules, employee records, and reports anytime, anywhere, reducing the number of queries your team faces.

Additionally, customers should be able to submit their own payroll data and edit employee records directly within the portal, ensuring all information is accurate while minimizing your burden.

Easy to use interface

Outdated interfaces and overly complex workflows remain common payroll issues.

Modern payroll software should be intuitive, easy to navigate, and designed for everyday users.

The system should ensure that everything is organized and accessible in one place, so you can easily manage payroll processing, customer records, compliance and reporting.

Additionally, the system must store all customer information, from personal information and pension contributions to payment documents – no more searching through spreadsheets or binders!

Find out how Griffin Stone Moscrop & Co modernized its payroll with Staffology Bureau

Read here

Compliance Support

Labor and tax laws change regularly, and it can be difficult to keep up.

The best payroll software provides real-time compliance updates, ensuring your system reflects the latest regulatory requirements without manual intervention.

Plus, built-in compliance checks help you quickly detect and resolve issues.

Examples of recommended compliance controls include:

Missing bank details for employees
Incomplete employee addresses
Invalid National Insurance Table Letters
Employees earning less than the National Minimum Wage (NMW)
The employee benefits from a tax refund
The employee’s net remuneration is higher than the threshold set for this remuneration scale

These compliance controls eliminate much of the risk and administrative burden associated with payroll.

Automated processes

Automation allows your team to focus on higher value tasks, such as consulting services and developing your offering.

At a minimum, your payroll system should be able to handle the following:

Automate submissions to HMRC
Automatically apply HMRC notices
Real-time payroll calculations
Automate professional policies and prorated compensation
Automate the sending of payslips
Transparent payment distribution
Autopilot for unchanged payroll

Learn about Nuvo Accountancy’s payroll transformation with Staffology Bureau

Click here

Security

Protecting sensitive customer data is non-negotiable and should be at the top of your list.

Your software should support such a vital task, not complicate it.

Look for security features like:

Single sign-on (SSO)
Multi-Factor Authentication (MFA)
Role-based access controls
Audit trails
Advanced encryption

Integration

Payroll should not operate in isolation.

Software integration allows you to extend payroll to other key business areas, resulting in a more comprehensive customer offering that helps build a stronger relationship.

Look for software that integrates with other key business tools, such as:

HR platforms
Accounting systems
Pension providers

Staffology Office

With the right technology in place, businesses can manage payroll more efficiently, support a growing customer base, and provide consistent, compliant service.

Ready to transform the way you manage your clients’ payroll?

Staffology Bureau is designed specifically to support accountants and payroll offices.

With intelligent automation, seamless integration, and real-time calculations, Staffology Bureau handles all the complexity, which is why we are the preferred payroll choice for 29 of the 30 largest accounting firms in the UK!

Download the Staffology Bureau product brochure to see how you can revolutionize the way you manage client payroll.

Client Success Story: Elaine Trotman, Boss Accountancy

“When I was shown Staffology, I found it seemed very user-friendly and easy to follow.

“It’s always intimidating to move to a new system, and my biggest concern was data loss, but the process went very smoothly and smoothly.

“I used the training videos if I had questions and they helped answer all my questions.

“I’ve been able to automate the payroll process since switching to Staffology, and so far, so good! »

Case Study: Boss Accountancy manages payroll from anywhere with Staffology Payroll

Click here

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HR Software for Growing Companies

gentongbet — Thu, 02 Apr 2026 22:31:53 +0000

You’ve got 220 employees. Maybe 300. You’ve been on your current HR platform for two years and it mostly works. But something’s changed.

The payroll errors are getting more frequent. The workarounds your team built to manage multiple cost centres are getting harder to explain to new starters. Someone in finance asked last week why you’re running two separate systems just to produce one headcount report. And quietly, at the back of your mind, there’s a question you haven’t said out loud yet: will we outgrow this platform before the year is out?

We’re going to walk through why so many HR systems fail as companies scale, what genuinely scalable HR software for growing companies actually looks like in practice and how to evaluate platforms before you find yourself mid-crisis and mid-migration at the same time.

No vague promises. No “grows with your business” marketing copy. Just what actually matters at 200, 500, 1,000 and 2,000+ employees. Let’s get started.

Why the 150-250 employee mark is where most HR platforms start to crack

When you had 50 people, your HR platform was probably fine. Most platforms are designed for that range. The problems start when you cross certain thresholds and they rarely announce themselves loudly. They creep in.

The data backs this up. Research from the ADP Research Institute, based on analysis of over 25 million payroll records, identifies one HR staff member per 200 employees as the minimum threshold before people management dysfunction becomes statistically measurable in turnover figures. SHRM’s own benchmarking data shows that the recommended HR operating model structurally changes at 200 employees: below that number, one HR person covers roughly 50 employees; above it, you need systems and process to compensate for the ratio shifting to 1:100. Most fast-growing businesses at this stage have one generalist and a collection of manual workarounds. That gap is where platforms break.

In the UK specifically, the 250-employee mark is where a stack of statutory obligations land simultaneously: mandatory gender pay gap reporting, IR35 off-payroll working rules shifting to the employer, enhanced directors’ report requirements, and formal employee consultation obligations under ICE Regulations, among others. If your HR platform can’t generate compliant reporting automatically at that threshold, you’re carrying the risk manually.

In the 150-250 employee zone, a few things tend to happen at once:

Payroll complexity multiplies. You’re likely managing people across multiple departments with different pay structures, shift patterns, or award rates. A single payroll run that used to take half a day starts taking a full one. Exceptions pile up.
Multi-entity reality kicks in. Growth often means acquisition, geographic expansion or structural separation of business units. Suddenly you’ve got two or three legal entities and your HR platform has no clean way to manage them together. You start maintaining separate spreadsheets to reconcile what should be one view.
Compliance risk increases with headcount. Employment law obligations in the UK scale with your workforce. Reporting requirements, consultation thresholds, right-to-work audits, modern slavery statements. If your platform can’t generate compliant audit trails and reports automatically, that risk sits with your HR team.
Integration debt catches up. Every integration your team bolted on during the early years was the right call at the time. But now you have a time and attendance tool that doesn’t talk properly to payroll, a recruitment system with no link to onboarding and a performance tool that’s completely separate from everything else. Maintenance of those integrations is now someone’s part-time job.

The result is a system that technically still works, but only because your team is propping it up. And the moment someone senior leaves or the business makes a move (an acquisition, a new market, a restructure), the whole thing risks collapse.

What most vendors get wrong about “scalable HR”

If you’ve been looking into the best HR platforms recently, you’ve almost certainly seen the phrase “scales with your business.” Every vendor uses it. Almost none of them explain what it actually means.

In practice, there are three ways a platform can handle growth, and only one of them is actually scalable.

Bolt-on growth. The platform sells you the core product, then charges you module by module as your needs expand. Need multi-entity? That’s an add-on. Need advanced payroll? Another tier. Need an employer of record for your first international hire? A third-party integration. The result is a fragmented system held together by expensive middleware, and a pricing model that becomes genuinely hard to forecast.
Tier-jump growth. The platform has an SME product and an enterprise product. At some point, you get told you’ve outgrown the former and need to migrate to the latter. That migration is disruptive, expensive and often means rebuilding your configuration from scratch with a different implementation team.
Architectural growth. The platform was built as a single unified architecture from the start. The same data model, the same integrations, the same codebase handles 50 employees and 5,000. What changes is your configuration and access to features, not the underlying system.

The third approach is what genuinely scalable HR software looks like. It’s the difference between a building that was designed with extra floors in mind from the beginning, and one where you’re trying to bolt a penthouse onto a bungalow.

Employment Hero’s EmploymentOS is built on the third model. One platform, one data model, from your first hire to your thousandth. We’ll get to the specifics shortly.

What EmploymentOS actually looks like at each growth milestone

Rather than generic claims, here’s what the platform handles at specific headcount stages.

200 employees: when you need structure, not just storage

At this stage, you’ve outgrown a basic HRIS but you’re not yet a large enterprise with dedicated HR operations staff. What you need is a platform that enforces process without requiring a team of admins.

Employment Hero at this stage handles automated onboarding workflows (digital contracts, tax forms, right-to-work checks, equipment requests), connected payroll so your HRIS changes flow directly to pay without a manual step and leave management with automatic payroll integration so there’s no end-of-month reconciliation.

The specific value here is the reduction in administrative back-and-forth. HR managers at 200-employee companies typically spend a significant portion of their week on tasks that should be automated: chasing unsigned documents, manually updating payroll with leave balances, running reports by stitching together exports from three systems.

Employment Hero closes that loop as a single connected system, not a collection of point solutions. What’s more, our AI Employment Operating System has AI built into your payroll and HR, so what took meetings, now only takes minutes.

See how much you could save ->

500 employees: when complexity needs to be managed, not just accommodated

At 500 people, the operational complexity is real. You’re likely managing multiple teams with different structures, award entitlements or shift patterns. You may have a second site or a second legal entity. Your People data is becoming a strategic asset, not just an admin record.

Key capabilities that become critical at this milestone:

Complex pay rules automation that correctly calculates entitlements, penalty rates, and allowances across different workforce types and keeps those configurations updated automatically when rules change.
HR analytics and reporting that gives HR leadership a real view of headcount, turnover, cost per hire and workforce composition without manual data pulls.
Performance management that connects to compensation reviews, so annual cycles don’t require a separate tool and a spreadsheet export.
Multi-entity support that allows you to manage different legal entities within one platform, with separate payroll runs, different award structures and consolidated reporting across all of them.

The difference between a platform that accommodates 500 employees and one designed for it is whether multi-entity is an afterthought or a core design principle. More on that in detail shortly.

1,000 employees: when integration with the business matters as much as internal HR function

At four figures, HR is no longer a support function. It’s a strategic one. Data from the HR platform is being used to make board-level decisions. Compliance risk is formally managed. Recruitment is happening at volume.

Key capabilities that become critical at this milestone:

AI-powered recruitment automation that handles high-volume hiring without adding recruitment headcount. CVs are parsed and scored against role requirements automatically, candidates are ranked by match percentage and shortlists are generated in minutes rather than days. At 1,000 employees, you’re hiring regularly across multiple functions. Manual screening at that volume becomes a full-time job on top of the actual hiring work.
AI-assisted HR query management that deflects routine employee questions (leave policies, pay queries, document requests) away from your HR team entirely. Answers are drawn from your own approved policy documents, with source citations attached. That returns meaningful time to HR for work that actually requires human judgement.
AI payroll validation that flags anomalies, including unusual pay changes and overtime spikes, before a run is approved. At 1,000 employees, a payroll error isn’t just an inconvenience. It’s a compliance risk and a trust issue affecting a lot of people at once.
International hiring capability without entity setup, so you can employ workers in new markets compliantly without registering a legal entity in each country. Contracts, payroll, tax and local compliance are managed through one platform, with transparent per-employee pricing by country.
Managed payroll services that take end-to-end processing off your internal team entirely, with specialist support, compliance management and detailed reporting included.

2,000+ employees: enterprise capability without enterprise complexity

Above 2,000 employees, the common assumption is that you need a dedicated enterprise HRIS like SAP SuccessFactors or Workday. That assumption is worth examining.

Enterprise platforms are extremely powerful. They’re also extremely expensive to implement, require significant ongoing technical resources to maintain, and are typically designed for companies with dedicated HRIS teams. If you’re a 2,500-person business without a full HR technology department, you’re likely to be underserved by the configuration and under-supported by the implementation.

EmploymentOS at enterprise scale offers ISO 27001-certified security, API access for integrations with existing finance and ERP systems, custom workflow automation for complex multi-site operations, Employer of Record services for global hiring across 180+ countries and dedicated implementation support with project managers who are accountable for outcomes rather than just configuration.

The pitch isn’t that Employment Hero replaces SAP for a 50,000-person global corporation. It’s that for businesses between 500 and 5,000 employees, the full enterprise stack is likely overkill, and EmploymentOS gives you enterprise-grade capability with SMB-level usability.

Licensing transparency: what you’ll actually pay as you scale

Pricing is where a lot of HR platform evaluations quietly go wrong. Vendors lead with a headline per-employee figure and the real cost only becomes clear once you’re mid-implementation and adding modules. By that point, switching is painful enough that most businesses absorb the cost and move on.

Here’s what to scrutinise before you sign anything.

How does the pricing model handle headcount growth? Per-employee, per-month is the clearest model because costs scale in direct proportion to headcount. Watch out for band-based pricing that jumps at thresholds (e.g. “up to 250 employees” then a step change at 251) and flat-fee models that look cheap at 200 people but don’t actually scale.
Are HR and payroll priced as one product or two? Many vendors sell HR and payroll separately, which means two licence fees, two renewal cycles and often two support relationships. If they’re separate products from different vendors stitched together by integration, add the middleware cost and the internal resource cost of maintaining that connection to your total.
What’s actually included at your tier? The features that matter most at scale (advanced analytics, AI recruitment tools, managed payroll, API access, employment law advisory) are often gated behind the highest tier or sold as add-ons. Get a complete feature breakdown per tier before comparing headline prices across vendors.
Are there minimum spend commitments? Per-employee pricing looks straightforward until you hit a minimum monthly spend clause. A £4/employee plan with a £200/month minimum isn’t actually £4/employee if you have 30 people. Check the minimums, especially at lower headcounts.

What does the pricing look like for managed services? If you’re considering managed payroll at scale, this is almost always priced separately from the core platform. Make sure you’re comparing fully-loaded costs, not just software licence fees.

Employment Hero publishes its full pricing, including per-tier breakdowns for HR and payroll plans, add-on costs, and minimum monthly spends, with no “contact us” required. See our current pricing here.

What real scaling looks like: a company that didn’t break

HMG Paints: from a three-day payroll to three hours

HMG Paints is a 200-person industrial coatings manufacturer based in England. Before Employment Hero, payroll was calculated manually from printed timesheets, leave was managed on paper, and managers had no real-time visibility into their teams. Together, these added up to a payroll process that consumed three full working days every month.

After implementing EmploymentOS, that process became three hours — an 80% reduction in payroll processing time.

“Employment Hero has allowed us to go from a three-day process down to a three-hour process. That hands back so much invaluable time.” — Steven Hutton, Operations Director

With HR and payroll on a single platform, reports now arrive automatically, employees manage their own records via the app, and HR spends its time on people rather than paperwork.

“It lets you focus more on the proactive side of HR management. And it makes managing your staff very, very easy.” — Steve, Operations Director

Read the full HMG Paints case study

Multi-entity and complex payroll: the questions to actually ask

If your business operates across multiple entities, this section matters more than anything else in this guide.

Here’s the reality of multi-entity payroll that most vendor demonstrations don’t show you: the complexity isn’t in running separate payrolls. Any platform can technically do that. The complexity is in these five areas:

Cross-entity reporting. Can you pull a single report that shows total wage cost, headcount by employment type and leave liability across all entities without exporting and combining data manually? If the answer involves any kind of spreadsheet work, the platform isn’t truly multi-entity. It’s running parallel instances.
Different pay structures within one platform. Different entities within the same corporate group may operate under different pay structures, employment contracts or workforce types. Your HR platform needs to handle each correctly, apply the right pay rules, and keep those configurations updated automatically. Managing this manually across entities is one of the highest-risk activities in UK payroll.
Entity-level user permissions. HR managers at one entity shouldn’t be able to see employee records at another. Payroll staff at a subsidiary shouldn’t have access to group-level reporting. Role-based permissions need to work at both the entity level and the group level simultaneously.
Consolidated compliance reporting. Managing RTI submissions, pension enrolment and HMRC reporting across multiple PAYE schemes is complex. You need a platform that can generate those filings correctly for each entity without requiring manual intervention or running separate processes for each one.
What happens when you add a third entity. Ask the vendor to walk you through what’s involved in adding a new entity to the platform. If the answer involves a significant professional services engagement, a new implementation project or a fee per entity, that’s a scaling cost you need to factor in.

Our EmploymentOS handles all four of the above. Consolidated payroll reporting, the Pay Conditions Engine for complex pay rules across workforce types, role-based access controls at the data level, and managed RTI, pension enrolment and HMRC reporting across multiple PAYE schemes are all part of the platform. On the fifth point, we’d encourage you to ask the question directly of any vendor you’re evaluating, including us.

For businesses considering international expansion, HeroForce combines Employment Hero’s AI-powered talent tools with its Employer of Record service, letting you find, employ and manage workers across 180+ countries without setting up local entities. Contracts, payroll, tax and local compliance are handled automatically through the platform.

You can bring your own candidates or source through HeroForce’s verified talent pool, with no lock-in to one sourcing approach. Pricing is a flat monthly fee per employee based on the country of employment, with a full transparent cost breakdown provided upfront.

Learn more about HeroForce.

Is your current HR stack ready for 10x growth?

Most HR platform evaluations focus on what the system does today. The question that matters more is what it will do at double your current headcount, with twice the compliance requirements, across multiple entities and maybe multiple countries.

The gaps that derail scaling businesses aren’t usually obvious in a vendor demonstration. They show up six months into growth, when a payroll run takes a week, when a new entity needs its own implementation, or when a board report requires four spreadsheet exports to produce.

We’ve put together a practical checklist to help you assess your current platform or any platform you’re evaluating, before those gaps become critical. It covers architecture, payroll and compliance, reporting, integrations, pricing and support, with the specific questions vendors are rarely asked in a sales process.

Don’t let your HR platform become the ceiling on your growth

The question isn’t whether your HR platform can handle 300 employees. It’s whether it can handle 1,000 without requiring you to migrate, rebuild or buy your way into a new product tier.

Most platforms can’t. Not because the technology is bad, but because they weren’t designed with that growth in mind from the start.

Employment Hero built EmploymentOS on a single architecture specifically so that growth doesn’t become a systems problem. The same platform you use at 150 employees is the one you’ll be running at 1,500, with additional configuration and features unlocked as you need them, not a new product and a new implementation.

If you’re at the stage where this question is real and immediate, the best starting point is an honest conversation about your current situation: what’s breaking, what’s working and what your configuration will need to look like at double your current headcount.

Book a demo with an Employment Hero specialist who works with mid-market businesses at your headcount stage.

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IRIS Software Group named one of the UK’s best places to work for the sixth year running

gentongbet — Tue, 31 Mar 2026 22:26:42 +0000

London, United Kingdom, March 20, 2026: IRIS Software Group (IRIS) has been recognized as one of the UK’s Best Workplaces™ for the sixth consecutive year, ranking 35th^th out of 50 in the list of very large organizations from Great Place to Work® UK, the global accreditation body for workplace culture.

IRIS provides accounting, human resources, payroll and training software and services, helping more than 100,000 clients with some of their most critical operations. Its commitment to creating a supportive, cohesive and inclusive workplace helps employees in the UK and around the world thrive – an investment that directly benefits the customers who rely on them for their critical operations every day.

“What makes this recognition so meaningful is that it is based on honest feedback from our incredible UK team,” said Stephanie Kelly, Director of Human Resources at IRIS Software Group. “Six consecutive years is a milestone we’re proud of and a reflection of the culture we’re committed to building. When your employees understand the real impact of what they’re building – the paycheck that arrives on time, the small business owner who files their taxes with confidence, the employee who gets the support they need – that’s where culture and purpose come together.”

This distinction is driven by the annual Great Place to Work™ Trust Index survey, which analyzes how an organization’s workplace culture drives business success based on anonymous responses from its employees. It measures various factors such as credibility, companionship, well-being and support. This recognition validates IRIS’ approach to employee engagement and building a culture that supports and values its employees.

IRIS employees have access to a range of engagement opportunities and initiatives, such as charitable ‘Giving Back Days’, its affinity groups which recognize employees from diverse backgrounds and experiences, and comprehensive rewards and benefits to support employees in their professional and personal lives.

Learn more about IRIS here.

END

About IRIS Software Group

IRIS Software Group is a global provider of mission-critical software and one of the UK’s largest privately-owned software companies. IRIS provides software solutions and services to finance, HR and payroll teams, educational institutions and accounting firms that simplify processes and allow professionals to focus on the work they love. By simplifying, automating and providing insight into critical daily tasks for organizations of all shapes and sizes, IRIS ensures its customers can look to the future with certainty and confidence.

IRIS is the largest third-party online filer to the UK government. Ninety-three of the UK’s 100 largest accountancy firms use IRIS software. One in six employees in the UK are paid through IRIS payroll offerings, and globally, six million employees receive their payslips via IRIS software each month. More than 850,000 employees in the UK are managed by IRIS HR solutions. More than 12,000 UK schools and academies use IRIS, and four million parents and carers use IRIS apps to connect with their child’s school; 300 million messages are sent between schools and parents each year, and over £15 million in transactional payments are processed each month. IRIS is a Great Place to Work® certified and recognized as one of the Times 50 Best Employers for Gender Equality in 2023. IRIS is also recognized as a Best Workplace for Wellbeing, a Best Workplace in Technology, and a Best Workplace for Women.

To see how IRIS helps organizations succeed first time, every time, visit www.iris.co.uk or follow IRIS Software Group on LinkedIn, Twitter and Instagram.

Media contact:

Jennifer Peters | News@irisglobal.com

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Main Slot Deposit Pulsa Indosat, Banyak Bonus dan Keuntungan

gentongbet — Mon, 30 Mar 2026 04:26:35 +0000

🎮 Kenapa Dibilang Asik & Gak Ribet?

✔ 1. Deposit Praktis

Cukup pakai pulsa Indosat (IM3/Ooredoo)
Tidak perlu rekening bank atau e-wallet
Proses cepat dan sederhana

✔ 2. Langsung Bisa Main

Setelah deposit, saldo biasanya langsung masuk
Tidak perlu verifikasi yang rumit

✔ 3. Fleksibel 24 Jam

Bisa dimainkan kapan saja
Cocok untuk isi waktu santai

✔ 4. Cukup dari Smartphone

Tidak perlu perangkat tambahan
Bisa dimainkan di mana saja selama ada internet

🔄 Cara Main Singkat

Login ke platform game
Pilih menu deposit pulsa Indosat
Masukkan nomor HP & nominal
Konfirmasi → saldo masuk
Pilih game dan mulai bermain

⚠️ Hal yang Perlu Diperhatikan

Deposit pulsa biasanya tidak 1:1 (ada potongan/rate)
Slot bersifat acak (RNG) → tidak ada jaminan menang
Mudahnya akses bisa bikin main berlebihan tanpa sadar

💡 Tips Biar Tetap Asik & Aman

Gunakan modal kecil dulu
Tetapkan batas waktu & saldo
Jangan kejar kekalahan
Anggap sebagai hiburan, bukan sumber penghasilan

✅ Kesimpulan

✔ Asik → bisa dimainkan santai kapan saja
✔ Gak ribet → praktis tanpa bank/e-wallet
❌ Tetap berisiko → perlu kontrol diri Forza88 Daftar

Roster to Pay Run Workflow

gentongbet — Sun, 29 Mar 2026 22:22:33 +0000

Payroll shouldn’t be complicated. Yet for many UK businesses, processing payroll means re-entering the same employee data across multiple systems, rosters, timesheets and payroll software, week after week. It’s inefficient, error-prone and incredibly time-consuming.

While each step serves a purpose, the systems behind them are often disconnected. This means the same data, employee hours, shifts and overtime, has to be checked, copied and entered multiple times before a pay run can be completed.

The result is what many payroll professionals know all too well: the double-entry trap.

But what if there was a better way?

Enter: payroll automation UK. With payroll automation, businesses can connect rostering, time tracking and payroll into one continuous workflow. Instead of moving data between systems, creating an end-to-end payroll workflow that eliminates re-entry, reducing manual admin and helping payroll teams process pay faster and more accurately.

The double-entry trap: Where payroll admin time disappears

For many businesses, payroll data moves through several disconnected systems before employees get paid. What should be a simple flow, from scheduling staff to running payroll, often becomes a repetitive process of copying, checking and re-entering the same information. And that’s not ideal.

The complexity of payroll admin

One of the biggest struggles with payroll administration is the sheer number of steps involved. This creates plenty of room for error, especially when there’s little to no payroll automation.

Typically, the process looks like this:

Creating staff rosters: Managers schedule when employees are expected to work. This helps plan staffing needs for the week ahead.
Recording actual hours worked: Employees log their hours through digital clock-ins, timesheets, or spreadsheets.
Approval and adjustments:Managers review the hours, checking them against the roster. They may need to account for overtime, shift swaps, missed breaks, or last-minute changes.
Preparing payroll: The payroll team calculates wages and processes payments.

Where the double-entry trap veins

If rostering, timesheets, and payroll are not connected, the same information must be entered multiple times. So instead of flowing automatically from one step to the next, payroll teams often find themselves:

Copying hours from spreadsheets or time-tracking tools.
Reconciling rostered hours against the hours actually worked.
Fixing discrepancies before payroll can be finalised.
Re-entering employee hours line by line into payroll software.

Each of these tasks may seem small on its own, but combined they can easily add significant time to every pay cycle. In fact, Employment Hero commissioned research found that “time consuming” was the most cited negative word around payroll. Our Work That Works report shows that with over half of SMEs spending one whole day a week on administrative tasks related to employment/HR/payroll, it’s clear that for many payroll teams, manually reconciling and re-entering timesheet data is a significant problem.

The hidden costs of manual payroll workflows

It’s no surprise that manual data re-entry slows teams down, but this is just the tip of the iceberg. The unfortunate reality is that it can create a range of operational and financial risks for businesses. When payroll teams have to move data between rosters, timesheets and payroll systems by hand, the chances of mistakes and delays increase significantly.

Payroll errors

Payroll errors are something every business wants to avoid, but according to Employment Hero commissioned research just over half of businesses agree: ‘payroll errors are a significant and recurring challenge’.

As shocking as it is, this isn’t that surprising; every time payroll data is manually entered, there’s a risk of human error. A missed overtime entry, an incorrect shift length or a duplicated line in a spreadsheet can result in employees being overpaid or underpaid.

Even small mistakes can take time to identify and correct, especially in businesses with large hourly workforces or frequent shift changes. Payroll teams often end up spending additional time reviewing calculations, correcting payslips and responding to employee queries.

Compliance risks

Remaining compliant where payroll is concerned is a non-negotiable for UK businesses. But our research shows that there are still improvements to be made on this front, with 4 in 10 businesses saying they have incurred fines or penalties for payroll compliance.

Having accurate payroll records are essential for meeting UK employment and payroll requirements. When hours worked, overtime and leave are tracked across multiple systems or spreadsheets, it becomes harder to ensure that calculations are consistent and compliant.

Manual processes can make it difficult to maintain clear audit trails or quickly verify how pay was calculated. This increases the risk of compliance issues if records need to be reviewed or challenged.

Payroll delays

Before payroll can be finalised, timesheets usually need to be checked and reconciled against schedules. If discrepancies appear, such as missing clock-ins, unexpected overtime or unapproved shifts, payroll teams must resolve them before processing payments.

When these checks are done manually, they can delay the entire pay run. In time-sensitive payroll cycles, even small corrections can push teams closer to deadlines.

Burnout for payroll teams

Manual workflows also place unnecessary pressure on payroll professionals. Instead of focusing on higher-value tasks such as compliance oversight, reporting or workforce planning, they spend hours reconciling spreadsheets and re-entering data.

Over time, this repetitive administrative work can lead to frustration and burnout, particularly during busy payroll periods when accuracy and deadlines matter most.

What payroll automation UK actually means

Payroll automation UK is often talked about as a way to “save time”, but in practice it’s really about connecting the systems that manage your workforce so data flows automatically between them. But with technology moving at the speed of light in the modern world of work, our research shows that 70% of businesses worry about keeping up with technological advances in payroll processing.

The good news is, payroll automation UK isn’t as complicated or daunting as it might sound.

According to our research, the average SME is using 3-4 systems to manage employment. This indicates that for many SMEs, rostering, timesheets and payroll sit in separate tools. As a result, it’s likely that the same information has to be entered multiple times before payroll can be completed.

Payroll automation UK removes this duplication by linking each stage of the process. Instead of manually moving data between systems:

Rosters set the expected working hours.
Timesheets capture the actual hours worked.
Approved hours flow directly into payroll for processing.

This creates a single, connected workflow where payroll data is captured once and used throughout the entire process.

It’s important to note that automation doesn’t remove oversight or control. It simply means that managers and payroll teams review and approve hours before a pay run is finalised. The difference is that they are no longer responsible for manually transferring the same information between systems.

The result? A more efficient process where payroll teams spend less time on repetitive data entry and more time ensuring payroll runs smoothly and accurately.

The automated workflow: From roster to pay run

It’s clear that payroll automation UK reduces double-entry of data and streamlines processes. But what does this actually look like in practice?

Instead of manually transferring data between systems, information flows automatically from one stage to the next. This creates a clear end-to-end workflow where hours are captured once, reviewed quickly and then sent directly to payroll.

Step 1: Build the Roster

The process begins with managers creating staff schedules based on business demand. Rosters outline when employees are expected to work and help businesses allocate the right number of staff to each shift.

Because the roster sits within the same system as timesheets and payroll, it establishes the expected working hours for each employee from the start.

Step 2: Employees record actual hours

Employees then record the hours they actually work, typically by clocking in and out digitally or submitting timesheets through the same platform.

These recorded hours are automatically linked to the rostered shifts, making it easy to compare planned schedules with the time worked in reality.

Step 3: Managers review exceptions

Rather than reviewing every employee’s hours manually, managers only need to check exceptions, such as situations where the actual hours differ from the roster.

Common examples include:

Late clock-ins.
Overtime pay beyond scheduled hours.
Missed or incomplete shifts.

By focusing only on these anomalies, managers can approve timesheets much faster while still maintaining accuracy.

Step 4: Approved hours flow to payroll

Once timesheets are reviewed and approved, the data flows directly into the payroll system. There’s no need to copy hours from spreadsheets or re-enter them manually during the pay run.

Instead, payroll teams receive pre-approved hours that are ready for calculation, helping them process payroll more quickly and with fewer errors.

Why automation matters for high-roster industries

Not every business feels the pain of manual payroll equally. If you’re running an office with 20 salaried employees working consistent hours, manual processes are annoying but manageable.

But if you’re in care, hospitality, cleaning, or logistics? Manual payroll isn’t just annoying, it can easily become unworkable.

Care: Complex shift patterns that break spreadsheets

Care home work rotas are a nightmare by design. You’ve got staff working split shifts, sleepover rates, weekend penalties, bank holidays and on-call allowances… sometimes all in the same week. One employee might have six different pay rates depending on when and how they worked. It can easily get complicated.

Now multiply that across 40, 60, or 80 staff working rotating schedules. You’re not just tracking hours, you’re tracking which hours, under which award conditions, for dozens of people every week.

Exception-based automation doesn’t eliminate complexity, it handles it automatically. The system knows which shifts attract sleepover rates, which hours count as overtime and which penalties apply. You only step in when something unusual happens.

Hospitality: Variable hours and last-minute changes

Restaurants, pubs and hotels run on unpredictable staffing. Someone calls in sick, you shuffle the rota. Friday night gets busier than expected, you add extra hours. A server works both front-of-house and kitchen shifts on the same day at different rates.

Traditional payroll assumes consistency. Hospitality is anything but consistent.

When staff hours change weekly, or daily, manual payroll becomes a constant game of catch-up. You’re chasing managers for updated timesheets, cross-referencing clock-in times and trying to remember who worked which role when.

Automation keeps up with the chaos. Staff clock in via mobile app, their actual hours sync automatically, exceptions get flagged and payroll stays accurate no matter how many last-minute changes happen.

Construction: Multi-site chaos and CIS compliance

Construction payroll is uniquely messy. You’ve got employees working across multiple sites, often on different projects for different clients, each with their own costing codes. A carpenter might work three days on a commercial fit-out in Manchester, then two days on a residential renovation in Liverpool. Different rates, different projects, different billing. Same headache for anyone managing payroll.

Then there’s the mix of employment types. Direct employees, CIS subcontractors and agency workers, all on the same site, all needing different tax treatment. Get the CIS deductions wrong and you’re dealing with HMRC penalties and contractor complaints.

Add in weather disruptions, overtime that spikes when deadlines loom, travel time between sites and tool allowances and you’ve got a payroll puzzle that changes every single week.

Manual tracking can’t keep up when sites change daily and hours vary by project. You’re chasing site managers for timesheets, cross-referencing handwritten notes and hoping you’ve attributed costs to the right job code for client billing.

Automation handles the complexity at scale. Geo-fenced clock-ins confirm which site employees are at, time automatically gets coded to the right project, CIS deductions calculate correctly based on employment status and you can see labour costs per project in real-time. When hours change or someone moves between sites mid-week, the system keeps everything straight.

Real example: Managing high-volume, shift-based payroll

This isn’t theoretical, it’s already happening in businesses with complex, high-roster environments.

Take Reel Cinemas, for example. Like many shift-based businesses, they were dealing with fluctuating hours, multiple roles and the challenge of keeping payroll accurate across a large workforce.

Before automation, payroll involved significant manual effort, chasing timesheets, checking hours and ensuring the correct rates were applied. As the business grew, this became harder to manage consistently.

By moving to an automated payroll system, they were able to:

Capture accurate working hours directly from their systems.
Reduce manual input and admin time.
Improve payroll accuracy across variable shifts.
Scale payroll processes without increasing overhead.

The key shift wasn’t just speed, it was control. Payroll moved from reactive and manual to consistent and reliable, even with a high-volume, variable workforce.

The common thread

High-roster industries share three characteristics that make manual payroll particularly painful:

High volume: Dozens to hundreds of employees with weekly or fortnightly payroll
High variability: Hours, rates and conditions change constantly
High complexity: Multiple pay rates, shift penalties, compliance requirements

When you combine all three, manual payroll stops being a minor inconvenience and becomes a major operational burden.

That’s why automation isn’t a nice-to-have for these industries, it’s the only practical way to run payroll at scale without drowning in admin.

What to look for in payroll automation software (UK)

Choosing the right automated payroll system in the UK depends on your business needs. Not all platforms offer true end-to-end integration, so it’s important to understand which features eliminate manual work versus which simply digitise it.

Not all software is made equal, meaning not all systems offer the same level of automation. If your goal is to eliminate double data entry and streamline payroll processes, it’s important to choose software that connects workforce management and payroll into a single workflow.

Here are some key features to look for when evaluating payroll automation software in the UK.

Integrated rostering, timesheets and payroll

The most important feature is rostering and payroll integration. Your rostering, time tracking and payroll functions should operate within the same system or connect seamlessly.

When these tools are integrated, approved timesheets can flow directly into payroll without needing manual imports or spreadsheets. This reduces administrative work and helps ensure payroll data stays consistent across systems.

Digital time tracking

Accurate payroll automation depends on reliable time capture. Look for platforms that allow employees to clock in and out digitally via mobile apps, kiosks or online timesheets.

Digital time tracking helps ensure the hours recorded are accurate and automatically linked to the employee’s schedule and payroll calculations.

Exception alerts and variance checks

Instead of manually reviewing every timesheet, modern payroll systems highlight exceptions, such as overtime, early starts or missed breaks. This allows managers to focus only on anomalies rather than reviewing every shift individually, significantly speeding up the approval process.

Automated pay rules and calculations

Payroll automation should also handle complex pay calculations automatically. This includes things like overtime, allowances, penalties and other pay rules.

Automating these calculations helps reduce errors and ensures that payroll is processed consistently each pay cycle.

Compliance support

For UK businesses, payroll software should support key compliance requirements such as accurate record keeping, HMRC reporting and pension auto-enrolment.

Some platforms also include built-in checks and alerts to help ensure payroll calculations follow current regulations and pay rules.

Real-time data and reporting

Modern payroll systems should give payroll and HR teams access to real-time data, including labour costs, hours worked and payroll summaries.

Having this visibility allows businesses to identify potential payroll issues early and make better workforce planning decisions.

Eliminate double-entry with Employment Hero

For many businesses, the journey from roster to pay run still involves too many manual steps. Hours are scheduled in one place, recorded in another and then re-entered again when it’s time to run payroll. While this workflow may feel familiar, it creates unnecessary admin, increases the risk of errors and slows down every pay cycle.

Payroll automation changes that by connecting each stage of the process. When rostering, timesheets and payroll work together in a single workflow, hours only need to be captured once. The result is a faster, more reliable payroll process, one that reduces manual admin, improves accuracy and gives payroll and HR teams more time to focus on the work that matters most.

Want to get out of the double-entry trap? Employment Hero has you covered. Our AI-powered platform takes the traditional isolated elements of employment and puts them all into one place. Yep, you guessed it, this makes double-entry a thing of the past.

Find and hire top talent, onboard, roster, manage complex payroll, support compliance and more.

Want to discuss how Employment Hero can support your business?

Payroll software processes pay runs, it calculates wages, deductions and tax, then generates payslips. You still need to manually enter or import employee hours from timesheets.

Payroll automation connects rostering, time tracking and payroll into one integrated system so data flows automatically without manual re-entry. Hours are captured once when employees clock in, approved by managers and automatically sent to payroll for processing.

Think of payroll software as the calculator and payroll automation as the entire connected workflow that feeds the calculator automatically. Automation eliminates the manual steps between creating rosters and running payroll.

When evaluating payroll automation software for UK businesses, prioritise these features:

End-to-end integration: Rostering, time tracking and payroll in one system (or seamlessly connected).
Digital time capture: Mobile clock-in, kiosks, or online timesheets with geo-location.
Exception-based workflows: Automatic flagging of overtime, missed shifts and discrepancies.
UK compliance support: HMRC reporting, STP, auto-enrolment, NMW calculations, CIS handling.
Automated pay rules: Overtime, allowances and penalties.
Real-time reporting: Visibility into labour costs, hours worked and payroll summaries.
Employee self-service: Mobile app for viewing rosters, recording hours and checking payslips.
Audit trails: Complete records for compliance and dispute resolution.

Yes. Modern payroll automation software manages complex pay structures automatically, including:

Multiple rates per employee: Different hourly rates for different roles (e.g., server vs. bartender).
Shift penalties: Weekend rates, bank holiday rates, overnight allowances, sleepover rates.
Overtime calculations: Time-and-a-half, double-time, or custom overtime rules
Allowances: Travel allowances, tool allowances, uniform allowances.
Award interpretation: Automatic application of the correct pay rates based on when and how employees worked.

The system applies the correct rate based on when employees clocked in, which shift they worked and the rules configured in your payroll settings. This is particularly valuable for care homes and hospitality businesses where a single employee might have six different pay rates in one week.

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Pourquoi ils sont importants et comment commencer

gentongbet — Fri, 27 Mar 2026 21:56:04 +0000

La pénurie de talents s’intensifie. Les attentes des employés augmentent. Et une nouvelle génération de candidats scrute les employeurs avec plus d’attention que jamais. Malgré tout cela, la majorité des entreprises britanniques appliquent toujours des processus de recrutement conçus pour une époque très différente.

La solution ? Pratiques d’embauche équitables.

Nous expliquerons exactement ce que sont les pratiques d’embauche équitables, pourquoi elles sont importantes sur le plan commercial (pas seulement sur le plan éthique) et les mesures pratiques que vous pouvez prendre pour les mettre en œuvre, à partir d’aujourd’hui.

Si vous souhaitez prendre une longueur d’avance, consultez notre guide complet sur les pratiques d’embauche équitables ici.

Que sont les pratiques d’embauche équitables ?

L’embauche équitable signifie donner à chaque candidat qualifié une chance juste et égale d’être évalué en fonction de son mérite réel – ses compétences, ses capacités et son potentiel – plutôt que de facteurs tels que son nom, ses antécédents, sa formation ou l’université qu’il a fréquentée.

Elle est étroitement liée à la diversité, à l’équité et à l’inclusion (DE&I), mais elle va au-delà de la simple prévention de la discrimination. Il s’agit de concevoir activement votre processus de recrutement de manière à ce que les préjugés – conscients ou non – ne puissent pas fausser le résultat.

Il convient d’être clair sur ce que signifie ici l’équité, car elle est souvent confondue avec l’égalité :

Égalité c’est donner la même chose à tout le monde.
Équité cela signifie donner aux gens ce dont ils ont besoin pour avoir une chance équitable – ce qui semble parfois différent selon les personnes.

Concrètement, un recrutement équitable signifie examiner d’un œil critique chaque étape de votre processus et se poser les questions suivantes : cela pourrait-il freiner injustement certains candidats ? Des pratiques d’embauche équitables sont donc les mesures que vous pouvez prendre pour améliorer l’équité en matière d’embauche dans votre organisation.

Pourquoi le recrutement équitable est-il important pour votre entreprise ?

Les pratiques d’embauche équitables vont plus loin que simplement être la « bonne chose à faire ». Ils génèrent des résultats commerciaux tangibles qui peuvent avoir un impact significatif sur votre entreprise.

McKinsey & Company a noté que les arguments en faveur de DE&I sont plus solides que jamais, avec des organisations diversifiées et inclusives mieux placées pour répondre aux défis, attirer les meilleurs talents et servir des bases de clients variées. De plus en plus de normes pour DE&I apparaissent constamment, comme la célèbre norme nationale d’égalité qui offre des conseils sur la façon de mettre en œuvre les meilleures pratiques dans votre entreprise.

Et le marché des talents a changé. La recherche montre que 75 % des candidats de la génération Z prennent en compte l’engagement d’une entreprise en faveur de la DE&I lorsqu’ils décident de postuler ou non à un poste.. Si votre processus de recrutement ne reflète pas ces valeurs, vous perdez déjà des candidats avant même qu’ils n’aient soumis leur candidature.

Au-delà de l’attraction, les preuves de la diversité des équipes sont convaincantes. Les études montrent systématiquement qu’ils surpassent les modèles homogènes, en apportant des perspectives plus larges, une meilleure résolution des problèmes et une plus grande adaptabilité au changement.

En termes simples : des pratiques d’embauche équitables vous aident embaucher de meilleures personnes, bâtir des équipes plus forteset créer une culture que les gens ne veulent pas quitter.

L’ennemi caché : les préjugés inconscients

L’un des obstacles les plus importants à la mise en œuvre de pratiques d’embauche équitables réside dans les préjugés inconscients, qui affectent presque toutes les décisions d’embauche prises sans que les garanties appropriées soient mises en place.

Notre cerveau est programmé pour émettre des jugements rapides et intuitifs sur les personnes, sur la base d’indices visuels, verbaux et comportementaux : âge, sexe, origine ethnique, accent, éducation. Dans la vie de tous les jours, ces raccourcis peuvent être utiles. Mais ce type de discrimination lors du recrutement peut nuire activement au processus et conduire à des décisions médiocres et biaisées.

Les trois formes de préjugés les plus courantes en matière d’embauche sont :

Biais de confirmation

Interpréter de nouvelles informations pour confirmer un jugement déjà porté – par exemple, laisser un CV fort influencer la façon dont vous évaluez un entretien.

Biais de similarité personnelle

Favoriser les candidats qui vous ressemblent – mêmes antécédents, formation ou intérêts – même lorsque ces facteurs n’ont aucune incidence sur le rendement au travail.

L’effet de halo

Supposer une compétence globale basée sur un trait positif, comme la sympathie, la confiance ou la façon dont quelqu’un se présente, plutôt que sur la preuve de sa capacité réelle.

Le problème est que ces préjugés opèrent sous la surface. Pour y remédier, il faut des changements structurels dans la façon dont vous recrutez, et pas seulement de bonnes intentions.

Entrez dans l’embauche basée sur les compétences

L’un des outils les plus efficaces pour lutter contre les préjugés est également l’un des changements les plus judicieux dans la philosophie du recrutement : l’embauche basée sur les compétences. Plutôt que d’évaluer les compétences à l’aide d’indicateurs tels que l’université fréquentée, le nom de l’entreprise sur son CV ou l’ancienneté de la personne dans le secteur, l’embauche basée sur les compétences évalue ce qu’un candidat peut réellement faire. faire.

C’est important car le monde du travail évolue plus rapidement que n’importe quel CV ne peut suivre. L’expérience devient obsolète, les exigences du poste changent et il est de moins en moins fiable de se fier aux rôles passés d’un candidat pour prédire ses performances futures.

“L’ancienneté et les rôles passés ne se traduisent pas nécessairement par des compétences. L’expérience passée peut rapidement devenir obsolète, ce qui souligne encore davantage la nécessité de compétences tangibles.” — Mervyn Dinnen, analyste, auteur et commentateur

Lors de la définition des rôles, il convient de se demander : quand avons-nous révisé pour la dernière fois les compétences requises pour ce poste ? Avec le rythme de l’évolution technologique, les compétences requises aujourd’hui peuvent être très différentes de celles requises il y a seulement deux ou trois ans.

Au-delà de la mise à jour des exigences du poste, Mervyn souligne également l’importance de rechercher des candidats dotés d’une capacité et d’un désir d’apprendre – un trait qui peut s’avérer plus précieux que toute expérience antérieure spécifique, alors que l’IA et les nouveaux outils continuent de remodeler notre façon de travailler.

Comment mettre en œuvre des pratiques d’embauche équitables

Savoir comment mettre réellement en œuvre des pratiques d’embauche équitables est bien plus important que simplement en comprendre la nécessité. Voici les principales étapes pratiques pour commencer.

Auditez vos offres d’emploi pour un langage inclusif

La langue que vous utilisez dans les offres d’emploi détermine qui postule. Il a été démontré que certains mots et expressions dissuadent les femmes, les candidats plus âgés et d’autres groupes sous-représentés de postuler.

Des outils comme Textio peuvent vous aider à optimiser vos offres d’emploi pour garantir la neutralité de genre et l’inclusivité. Certains logiciels de recrutement, notamment IRIS Recruitment, incluent un générateur de publicités IA intégré pour signaler et améliorer automatiquement le langage non inclusif.

Anonymiser les candidatures

Même le nom d’un candidat peut contenir des informations sur son sexe ou son origine ethnique. En supprimant les informations personnelles et confidentielles des candidatures avant qu’elles n’atteignent les présélectionnés, vous supprimez l’un des déclencheurs les plus courants de préjugés inconscients.

Certaines organisations vont plus loin avec les tests anonymes : les candidats effectuent des évaluations et les responsables du recrutement ne peuvent voir que les résultats, sans aucune indication de celui qui les a produits.

Standardisez votre processus d’entretien

Les entretiens non structurés sont un terrain fertile pour les préjugés. L’utilisation d’un ensemble cohérent de questions prédéfinies, d’allocations de temps fixes et d’un cadre de notation structuré garantit que chaque candidat est évalué sur la même base et vous donne un raisonnement défendable et documenté pour les décisions d’embauche.

Utiliser un panel d’entretien diversifié

Dans la mesure du possible, évitez les décisions d’embauche d’un seul intervieweur. Un panel avec de multiples perspectives réduit l’influence des préjugés d’une seule personne. Assurez-vous que votre panel connaît également bien les principes DE&I, afin qu’il soit équipé pour mener le processus de manière équitable.

Assurer l’accessibilité tout au long du processus

Des pratiques d’embauche équitables impliquent de garantir que chaque candidat qualifié puisse réellement mener à bien votre processus. Cela signifie fournir des conseils clairs sur la manière de postuler, ce que vous recherchez et comment les candidatures seront évaluées, ainsi que procéder à des ajustements raisonnables pour les candidats qui en ont besoin.

Enregistrez et suivez vos décisions

Vous ne pouvez pas améliorer ce que vous ne mesurez pas. Conserver des enregistrements détaillés des décisions d’embauche, y compris le raisonnement qui les sous-tend, vous permet de repérer des tendances, d’identifier des biais potentiels et de démontrer l’équité si une décision est contestée. Il permet également une meilleure formation aux entretiens au fil du temps.

Utilisez la technologie à votre avantage

Les systèmes modernes de suivi des candidats peuvent automatiser de nombreuses étapes ci-dessus, de l’anonymisation des CV à la fourniture de données sur votre réserve de talents. Les outils de recrutement assistés par l’IA, lorsqu’ils sont soigneusement mis en œuvre, peuvent réduire considérablement les risques de préjugés humains lors du processus de sélection et renforcer vos pratiques d’embauche équitables.

N’oubliez pas l’équité salariale

L’embauche équitable ne s’arrête pas lorsqu’une offre est faite. L’équité salariale est un élément essentiel et souvent négligé du tableau.

L’une des erreurs les plus courantes commises par les entreprises est de lier le salaire d’un nouvel employé à ce qu’il gagnait auparavant. Comme le note Mervyn Dinnen, cela suppose que leur ancien employeur les payait équitablement – ce qui n’est souvent pas le cas et qui affecte de manière disproportionnée ceux qui sont déjà sous-payés, souvent issus de groupes sous-représentés.

Une approche plus équitable implique :

Réaliser des audits salariaux réguliers pour identifier les écarts internes, y compris les écarts de rémunération entre hommes et femmes
Analyse comparative par rapport aux taux du marché à l’aide d’outils tels que Glassdoor, Indeed et Reed
Publier les échelles salariales dans les offres d’emploi pour promouvoir la transparence dès le départ
Veiller à ce que votre ensemble d’avantages sociaux favorise véritablement le bien-être des employés, et pas seulement les chiffres des salaires.

Le long jeu : DE&I comme engagement stratégique

Il est tentant de considérer l’embauche équitable comme une liste de contrôle – quelque chose que vous pouvez cocher et partir de laquelle vous pouvez passer. Mais les organisations qui obtiennent les meilleurs résultats sont celles qui considèrent cela comme un engagement continu et intégré plutôt que comme une initiative ponctuelle.

Comme Mervyn Dinnen l’a dit dans notre récent webinaire : le recrutement basé sur les compétences et les processus inclusifs sont discutés depuis des années, mais de nombreuses entreprises ne les ont toujours pas pleinement mis en œuvre. L’écart entre intention et action reste important.

Combler cet écart nécessite l’adhésion des dirigeants, des examens réguliers des processus et une volonté de remettre en question les hypothèses qui ont été ancrées dans le recrutement pendant des décennies. Cela nécessite de traiter la DE&I non pas comme une mesure vaniteuse, mais comme un moteur de véritable performance commerciale.

La bonne nouvelle ? Les outils, les connaissances et les cadres nécessaires pour y parvenir sont plus accessibles que jamais, y compris les tendances émergentes en matière de recrutement qui facilitent la création de processus de recrutement plus équitables, plus rapides et plus efficaces.

Prêt à transformer votre façon de recruter ?

Téléchargez notre guide complet sur l’embauche équitable, rempli de conseils d’experts et d’outils pratiques pour commencer.

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Earned Wage Access UK: Complete Employer Guide 2026

gentongbet — Wed, 25 Mar 2026 21:44:26 +0000

When employees are financially stressed, that stress doesn’t stay at home — it walks through the door with them every morning. Zellis’s 2025 Financial Wellbeing Report revealed that 92% of UK employees experienced financial stress in the past year, with 89% saying it directly affected their work performance. Nearly half struggle to focus. Over a quarter are simply less productive. That’s not an employee problem, that’s your output, your deadlines, and your bottom line taking the hit. The same report shows 78% of employees contribute more when they feel financially confident. Financial wellbeing isn’t a perk. It’s a performance lever.

Much of that strain doesn’t stay in the background. Financial anxiety is one of the most consistent drivers of poor mental health, and poor mental health is now the leading cause of workplace absence in the UK. Sickness absence has soared to a 15-year high, with employees now averaging 9.4 days off per year (up from 5.8 days pre-pandemic), according to the CIPD’s 2025 Health and Wellbeing at Work Report, and 64% of organisations report stress-related absences.

Our own analysis of over 13,000 employees across UK SMEs confirms this trend, with workers averaging 6.7 days of sick leave annually and healthcare workers reaching 9.2 days. Absence patterns vary significantly by industry and demographic, suggesting multiple underlying drivers. But the through line is clear: when employees are financially insecure, their mental health suffers, and that cost lands on your business.

Earned Wage Access (EWA) has emerged as one practical response. The concept is straightforward: employees access a portion of wages they’ve already earned before their scheduled payday, providing immediate financial relief without the crushing costs of overdrafts or payday loans. More than 1 in 10 UK employers now offer EWA, covering over 4 million workers, according to MoneyHelper.

Here, we’ll explain what UK employers need to know: how it works, the regulatory landscape, real costs versus benefits and how to evaluate whether it makes sense for your workforce.

Let’s get started.

What is Earned Wage Access?

Earned Wage Access gives employees the ability to access a portion of their already-earned wages before their regular payday. The distinction between “already earned” and “future earnings” is critical, both practically and legally.

When an employee works Monday through Wednesday and earns £300, they can request access to a percentage of that £300 on Thursday, even though payday isn’t until the following Friday. They’re not borrowing money. They’re accessing compensation they’ve already earned through hours worked, but which is trapped in the traditional pay cycle.

This is fundamentally different from traditional salary advances (which often advance future wages) or payday loans (high-cost credit products with APRs exceeding 1,500%). But it’s important to note that Earned Wage Access isn’t credit, there’s no lending, no interest charges and no credit checks. Employees typically pay a small transaction fee (usually 1-3% or a flat £1-3) for immediate access to their own money.

The UK market uses various terms for the same service: Employer Salary Advance Schemes (ESAS), flexible pay, on-demand pay and instant pay. While terminology varies, the core principle remains constant: employees access earned wages on their own schedule rather than waiting for a predetermined payday.

The regulatory landscape

The regulatory treatment of Earned Wage Access in the UK is still evolving, but important frameworks have emerged.

In 2022, the Financial Conduct Authority (FCA) reviewed EWA and concluded that offerings providing access to already-earned wages don’t constitute consumer credit and therefore fall outside consumer credit regulation. However, under FCA Consumer Duty rules (effective July 2023), providers must still deliver good outcomes for consumers, provide fair value, communicate clearly and provide appropriate support.

More significantly, in September 2023 the Chartered Institute of Payroll Professionals (CIPP) launched an EWA Code of Practice in response to FCA recommendations. Seven leading UK providers established voluntary industry standards covering product design, clear communication, support for vulnerable consumers, product governance, outcome monitoring and annual independent audits.

From an employment law perspective, the National Minimum Wage Act requires that employee fees can’t reduce effective hourly rates below NMW, which is why many employers subsidise costs.

The Employment Rights Act requires EWA deductions be clearly itemised on payslips. GDPR and the UK Data Protection Act 2018 require proper Data Processing Agreements for sensitive employee data.

There are no special tax implications and employees pay the same Income Tax and National Insurance as on regular payday.

How does Earned Wage Access work?

Modern EWA platforms integrate with your payroll or HR system to track hours worked and wages accrued in real time. Employees see their accrued earnings updated continuously via a mobile app.

When an employee needs money before payday, they request a withdrawal through the app. Most UK platforms allow access of up to 50% of gross accrued earnings, with additional guardrails like £500 weekly maximums. Funds transfer either instantly (within hours) to a linked debit card or via standard bank transfer within 24 hours.

On the next payday, the EWA amount plus any fee is automatically deducted from wages through normal payroll reconciliation. The deduction appears clearly on the payslip.

Here’s a real example:

Sarah works retail earning £12/hour. She works 24 hours Monday-Wednesday, earning £288. Thursday morning her car breaks down—£150 to fix. She opens her app, sees £288 accrued, and can withdraw up to 50% (£144). She pays a 1.5% fee (£2.16) for instant transfer. The £144 arrives within an hour. On Friday payday, her payslip shows her full week’s gross earnings of £480, minus the EWA deduction of £146.16, minus usual tax and NI. She avoided a £30+ overdraft fee and got her car fixed without high-cost debt.

From the employer side, a properly implemented system is essentially invisible. The EWA provider integrates with your payroll system, whether Xero, Sage, QuickBooks, or Employment Hero’s Employment Operating System. Employees self-register voluntarily. When an employee requests a withdrawal, the provider handles the entire transaction with no manual processing from HR or payroll.

On payday, the provider sends a reconciliation report showing deductions, which flow automatically through payroll integration. For Employment Hero customers, EWA is built into the same platform you’re already using, no separate vendor relationship, no third-party integration, no additional data-sharing agreements.

The business case for UK employers

Retention in an expensive turnover market

The CIPD estimates replacing an employee costs £6,000 to over £30,000 depending on seniority and sector. The Zellis report found 36% of UK workers are actively considering quitting due to burnout, much of it financially driven.

According to Visa research, 79% of employees would be willing to switch to an employer who offers earned wage access. Companies offering EWA report measurably reduced early-stage turnover, particularly in the critical first 90 days. This effect is strongest in retail, hospitality, healthcare and logistics.

The productivity impact

When employees are worried about money, they’re not fully present at work. The Zellis report found nearly half of financially stressed employees find it harder to focus and over a quarter admit they’re less productive.

The connection between wellbeing and productivity is clear. Employment Hero’s Work That Works Report, which surveyed over 2,000 UK business leaders and employees, found that employee wellbeing is the #1 productivity driver for business leaders. The research shows job satisfaction is the strongest correlating factor for productivity, with satisfied employees 3x more likely to be committed to their company and 2x more likely to feel motivated.

EWA provides immediate financial breathing room that interrupts this cycle. When an employee can access £150 to fix their car rather than missing work, or pay an urgent bill without juggling overdraft fees, they can focus on their job. Employees who actively use financial wellbeing tools show measurable improvements: 34% report being more focused at work, 37% feel less stressed according to Zellis.

A recruitment differentiator

When competing for frontline workers, financial flexibility often ranks higher than conventional perks. A job listing that includes “Get paid as you earn with flexible wage access” speaks directly to a real pain point. According to CIPD’s Reward Management Survey, the majority of UK workers view employers more favorably if EWA is offered.

Understanding the costs

What employees pay

Most UK EWA providers use one of three models.

A transaction fee: Either a flat fee (£1.50 to £3) or percentage (1.3% to 3%) per withdrawal. Some charge different fees based on transfer speed and instant transfers cost more than 24-hour transfers.
The subscription model: £5-£10 monthly for unlimited access. This suits frequent users but not employees who need occasional access.
Employer-subsidised: Where the employer covers costs as a free or reduced-cost benefit.

When evaluating providers, prioritise pricing transparency and consider which model best serves your workforce. Transaction fees suit occasional users, while employer subsidies maximise adoption by positioning EWA as a zero-cost benefit.

The real cost comparison

Here’s what the real cost looks like for a £200 emergency expense:

EWA at 1.5%: £3 total.
Bank overdraft: £20-£35 per month (often for 30 days minimum).
Payday loan: £50-£80 in fees and interest for two weeks.
Credit card cash advance: 3-5% upfront fee plus 20-30% APR starting immediately.

The comparison demonstrates EWA’s value as a financial tool that gives employees control and choice, addressing real emergencies at a fraction of the cost of traditional alternatives.

What employers pay

Standalone EWA providers typically charge £1-£5 per employee per month in platform fees, plus setup fees of £500-£2,000. For a 100-employee company at £1/employee/month, that’s £1,200 annually before any employee fee subsidies.

These standalone costs can add up quickly, which is why integrated solutions, where EWA is built into your existing HR and payroll platform, often deliver better value.

Implementation guide

Assess your workforce fit

EWA works across industries, but adoption varies. Highest adoption occurs in sectors with hourly workers, lower-to-middle wages, and high turnover. Silver Cloud HR’s September 2024 report found UK adoption highest in retail and hospitality (30%), followed by manufacturing (20%), healthcare (15%), and gig economy work (10%).

Ask whether a meaningful portion of your workforce would benefit from flexible wage access. If you’re handling frequent manual salary advance requests, if employees struggle with payday timing, or if you operate in a high financial stress sector, EWA is likely a good fit.

Evaluate providers

Focus on five key areas:

Payroll integration quality is paramount. Verify direct, certified integration with your payroll system versus workarounds like CSV uploads. Real-time sync makes the difference between seamless experience and administrative headache.
Compliance and regulatory standing: Verify CIPP Code signatory status, GDPR compliance, FCA Consumer Duty alignment, professional indemnity insurance, and employer protection policies.
Employee experience: Evaluate the mobile app interface, clarity of accrued earnings display, withdrawal process simplicity, transfer speed options, and additional financial wellness features.
Cost transparency: If a provider won’t clearly disclose all fees (employee transaction fees, employer platform fees, setup costs), that’s a red flag.
Support quality: Ask about implementation support, UK-based customer service, educational resources, communication templates, and employer dashboard tools.

Manage compliance

Before launching, confirm payroll system integration capability, review CIPP Code requirements, sign Data Processing Agreements, update employee privacy notices and verify National Minimum Wage compliance if employees pay fees.

Communicate effectively

How you launch directly impacts adoption. Employees need to understand what EWA is (access to earned wages, not a loan), how it works (check app, request withdrawal, receive funds, automatic deduction), what it costs and when to use it (emergencies, not regular spending).

Support the launch with team meetings, FAQs, posters, payslip inserts, and intranet announcements. Train managers to answer basic questions, but emphasise employees don’t need manager approval; it’s private and confidential.

Monitor and optimise

Track usage metrics (registration rate, active usage, average withdrawal amounts, frequency) and business impact (retention rates, absenteeism, employee satisfaction, reduction in manual advance requests).

Watch for over-reliance red flags: employees maxing out every pay period, increasing withdrawal frequency over time, or very high usage rates (if >50% use it regularly, investigate broader compensation issues). Implementation typically takes 2-6 weeks from contract to launch.

Best practices

The most important practice is embedding EWA within a holistic financial wellness strategy. Combine it with financial education (budgeting, debt management), emergency savings programs, Employee Assistance Programs with debt counseling and benefits optimisation.

Set responsible guardrails. The standard 50% withdrawal limit ensures employees still receive meaningful paychecks. Some employers add frequency limits or maximum amounts (£500/week is common). A few implement blackout periods in the final days before payday.

Provide clear guidance on when EWA makes sense (unexpected repairs, emergency expenses, avoiding overdraft fees) and when it doesn’t (regular discretionary spending, funding lifestyle beyond means, using it every single pay period).

Maintain privacy and dignity. Employees access EWA directly without manager approval. Usage data should be confidential to HR/payroll for processing deductions, not shared with line managers. The benefit must be voluntary, never mandatory.

Turning Financial Stress Into Competitive Advantage with Employment Hero

Financial stress affects 92% of UK workers and costs businesses millions in turnover, productivity loss and absenteeism. Earned wage access offers one practical tool, not a complete solution, but a meaningful intervention benefiting both employees and employers.

For employees: access to earned wages for a fraction of overdraft costs (£3 vs £30+), reduced financial stress, improved work focus, and no credit impact.

For employers: improved retention (especially in the expensive first 90 days), recruitment differentiation, increased productivity, and minimal administrative burden when properly integrated.

Modern payroll, standout perks

Employment Hero’s Earned Wage Access integrates seamlessly with your existing payroll; no additional vendor, no separate system, no extra work. Your employees get flexible access to up to 50% of their earned wages (up to £500 per week) through the Employment Hero Work app, with withdrawals automatically deducted in your next pay run. And the best part? EWA is already built in.

Book a demo to see how our Employment Operating System unifies payroll, HR, time tracking, employee benefits and Earned Wage Access in one intelligent platform.

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How to Beat HR Burnout: Who Takes Care of HR?

gentongbet — Mon, 23 Mar 2026 20:56:27 +0000

Human resources professionals are the people everyone turns to. They are the ones who lead difficult conversations, manage layoffs, adapt to new legislation, champion mental health initiatives, and somehow keep the entire HR function running. And they’re supposed to do it all with a smile. But what happens when HR burnout becomes the problem?

But recent studies paint a grim picture: a third of HR professionals would consider quitting due to burnout, and more than 40% of HR teams describe themselves as overwhelmed. For a profession focused on caring for people, the irony is clear: no one seems to care about HR.

The problem is not limited to one department. When HR falls apart, the entire organization feels it. Recruitment slows, employee relations deteriorate, compliance risks set in, and the strategic work that actually moves the business forward simply isn’t getting done.

So, what is causing this human resource depletion and what can be done?

If you’re looking for practical ways to support your HR team through burnout, check out our guide to short- and long-term burnout strategies.

Why HR burns out

The pressures on HR have increased considerably in recent years. In the last 12 months alone, industry conversations have been dominated by demands for staff wellbeing, the rapid rise of AI in the workplace and the push for greater fairness in the workplace – all complex and evolving areas that require constant attention.

Added to this is the regulatory environment. The Employment Rights Bill represents one of the most significant overhauls of employment law in a generation, and HR teams are expected to interpret, implement and communicate each change while continuing to manage people’s day-to-day operations.

Then there is the structural problem. Many HR professionals still work with fragmented and disconnected systems – spending hours manually entering data, pulling together reports from multiple spreadsheets, and battling administrative errors that better processes would have avoided entirely.

According to a Gartner study, 55% of HR professionals say their current technology does not meet their current or future needs. This represents a majority of professionals working with one hand tied behind their back, leading to an increase in HR burnout.

The result? HR professionals who are so overwhelmed by the administrative burden of their role that they no longer have the capacity to do the strategic and people work that actually gets them done.

Warning signs of burnout

As anyone who’s ever experienced it will tell you, burnout can feel like it comes out of nowhere, but there are always warning signs. However, because HR professionals are trained to project composure and ability, this is often the last thing they admit to.

Common warning signs include persistent exhaustion that rest doesn’t fix, increasing cynicism or detachment from work, feeling like nothing you do makes a difference, and physical symptoms like poor sleep, frequent illness, and difficulty concentrating.

Understanding and preventing presenteeism is a related concern: Many HR professionals continue to show up and function while secretly working on empty, which can make the problem harder to spot and easier to ignore.

If this all sounds familiar, it’s important, not only for your own health, but also for the quality of support you are able to provide to the rest of the staff.

Short-Term Steps: What You Can Do Today

The good news is that there are immediate, practical actions that can make a real difference – and they don’t require board approval or a software implementation project.

Mind, the leading mental health charity in England and Wales, outlines five evidence-based steps to better wellbeing, particularly relevant for people in high-pressure roles:

Connect with others. Meaningful human connection is one of the most powerful buffers against stress. This could mean grabbing coffee with a coworker, making an appointment with a friend, or simply having a conversation outside of work during the day. The format matters less than usual.

Move your body. Physical activity has a well-documented impact on mood, sleep quality and anxiety levels. This doesn’t necessarily mean going to the gym: a lunchtime walk, taking the stairs, or a five-minute stretch between meetings all count.

Notice how you feel. Self-awareness is an underutilized skill. Taking a moment to check in with yourself – not just your to-do list – can help you identify when stress is building up before it becomes something more difficult to manage.

Keep learning. Learning and development are closely linked to job satisfaction and confidence. Even small investments in upskilling or staying current with the industry can change the way you view your role.

Give something back. Research consistently shows that acts of generosity – even small ones, like helping a newcomer get settled or organizing a team volunteer day – have a measurable positive effect on the well-being of the giver.

Supporting employee mental health and well-being is something HR professionals know how to do for others. The most difficult task is to apply the same thinking internally.

The role of recognition

One of the quietest drivers of HR burnout is a lack of recognition of the role. HR does a huge amount of invisible work: the difficult conversation that prevented a tribunal, the process improvement that saved work hours each week, the policy that protected a vulnerable employee. Much of it goes unnoticed.

Employee recognition is important, and this applies to HR teams as much as anyone else. If you lead an HR function, consider how you recognize the efforts of your team. If you’re an HR professional who rarely hears “well done,” it’s worth bringing up this conversation.

Long-term solutions: tackling structural causes

Wellness practices can alleviate the symptoms of burnout, but they don’t address the underlying causes. To do this, you must first examine the processes and systems causing the overload.

Three structural areas are worth examining:

Connected systems. Disconnected HR, payroll, and financial platforms are one of the biggest sources of unnecessary administrative burden. When these systems don’t communicate with each other, HR ends up serving as a manual bridge: re-entering data, reconciling discrepancies, and responding to queries that a connected system would resolve automatically. Integrating your core platforms reduces duplication, minimizes human error and frees up significant time.

Automation and self-service. Modern HR software can automate a wide range of repetitive tasks: from routing leave requests to generating onboarding documents to performance review reminders. Employee self-service portals go even further, allowing staff to manage their own records, access payslips and request time off without any involvement from HR. It is not HR who are being replaced; it’s HR who is freed up to do the work that actually requires an expert.

Better reporting. A significant portion of HR time is spent gathering data for the reports that management regularly requires. With the right HR software, these reports can be created once, scheduled and updated in real time – no more days wasted assembling spreadsheets. Understanding why wellness initiatives are important is one thing; having the data needed to make their case to the board is another, and good reporting makes that possible.

Support structures to know

If you or a member of your team is struggling, it’s worth knowing what structured support looks like. Employee assistance programs (EAPs) provide confidential counseling, mental health support and practical advice – and while HR teams are often the ones implementing them for all staff, they have just as much right to use them.

The essentials

HR burnout is not a personal failure. This is the predictable result of a profession called upon to do more with less, in an increasingly complex environment, without adequate recognition or structural support.

The steps to address this exist – both immediate, low-cost wellness actions and longer-term process improvements. The question is whether HR leaders and those who lead HR functions are prepared to prioritize them.

If you want to dig deeper into the practical strategies covered here – including a full breakdown of how HR software can reduce administrative burden and Mind’s five-step wellbeing framework – we’ve put it all together in one place.

Download our free guide: Fight against HR burnout →

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The South West named as the UK’s most locally loyal business region as Employment Hero strengthens its commitment to Bristol

gentongbet — Sat, 21 Mar 2026 20:40:06 +0000

BRISTOL, March 18, 2026: Six in ten business owners (61%) say they would recommend the South West as the best place to start a business, reveals data from Employment Hero, the global leader in HR, recruitment and payroll software. The results come as Employment Hero deepens its links to Bristol through partnerships with Bristol City Football Club and Bristol Bears.

New data from Employment Hero has highlighted confidence in the South West, with 61% of business owners saying they would recommend it as the best place to start a business and would not move if given the chance. The findings suggest there is also a strong talent pipeline, with 68% of SME leaders saying they can adequately meet their talent needs with the local workforce.

This local trust translates into economic loyalty: 84% of business leaders say they have prioritized a local supplier over cheaper national or international alternatives, making the South West the leading region in the UK for supporting local businesses. Nearly half (47%) of the region’s business owners disagree that London offers a more favorable business environment than theirs, and more than a third (38%) say the region is doing better economically than the UK’s national economy.

Employment Hero is committed to supporting small businesses across the UK and has identified Bristol and the South West as a key growth region. As part of this strategy, the company announced partnerships with Bristol City Football Club and Bristol Bears, both intended to deepen connections with and support local business leaders and the local community.

Working with both clubs, Employment Hero will collaborate on a program of activities aimed at engaging and supporting growing local businesses. This includes bespoke experiences for club business leaders, designed to provide an inside view of how elite teams operate behind the scenes. The joint program will also include employment law and compliance seminars for local businesses to help them adapt to the changes that will come into force with the upcoming Employment Rights Act.

Beyond business, Employment Hero will work with Bristol Bears Foundation on its Boost Your Future program – a free 6-12 week course helping young people gain the skills, confidence and motivation they need when entering education, employment or training. Support will include access to Employment Hero’s AI talent matching technology, skills development support, volunteer opportunities and training programs. The company will also offer businesses in Bristol free access to their payroll services as part of an initiative to support SMEs during regulatory changes.

Kevin Fitzgerald, UK managing director of Employment Hero, said:

“Small businesses have a presence in the South West and so do we. Our partnerships with Bristol City and Bristol Bears go way beyond just match day logos. It’s about working alongside two institutions at the heart of the community to provide practical support to local employers.

The data shows great confidence in local talent and the region’s economic future, but we also know it’s a challenging time for small businesses, with rising costs and regulatory changes creating uncertainty. Our message to Bristol businesses is that we are here to help and I look forward to working closely with the city’s employers in the months to come.

Charlie Boss, CEO of Bristol City, said:

“We are grateful for the incredible support of businesses across the city for the club and are proud of the role we play in bringing them together. This partnership gives us the opportunity to give something back and offer real support to the businesses who support us week after week.”

Tom Tainton, CEO of Bristol Bears, said:

“Bristol works because it’s a city that supports its people. That’s true in sport, and it’s true in business. When local employers feel confident in hiring local people, the whole city benefits. We’re committed to supporting this through the work of our Foundation and we’re delighted to involve Employment Hero in this program to support local people. For us, this partnership is about strengthening the connection between the club, the community and the small businesses that make Bristol thrive.” Watford and Bristol Bears during the Big Day Out match at the Principality Stadium on 28^th March.

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Staffology Payroll Spring 2026 Update

gentongbet — Thu, 19 Mar 2026 20:11:41 +0000

Do you hear the birds chirping? Have you noticed the daffodils blooming?

This can only mean one thing: spring is here, and with that, Staffology Payroll has received some great new features!

In this blog, we’ve covered some of the recent product updates and what they mean for you.

Changes to statutory sick pay (SSP)

As part of the first wave of reforms to the Employment Rights Act 2025 coming in April 2026, statutory sick pay is undergoing a structural change.

Firstly, the Employment Rights Act 2025 removes the three day wait, meaning SSP will be payable from the first day of illness and employees will no longer need to wait until the fourth day to claim sick pay.

In addition, the lower salary threshold (LEL) will be abolished, which means that PAS will become accessible to all employees, regardless of their income.

To support these changes, the team has been working hard to update Staffology Payroll, ensuring all of these changes are reflected in the system to keep you compliant:

Where an employee’s average weekly salary is below the standard SSP flat rate, Staffology Payroll will automatically calculate their entitlement at 80% of that average weekly salary.
Staffology Payroll will automatically calculate the SSP for all eligible days from that point on.
Staffology Payroll will automatically switch to payments on day one – no need to “top up” waiting days after switching.
The system automatically splits calculations at the fiscal year boundary, so employees will not be disadvantaged for absences and you will not need to intervene manually in these scenarios.

In our recent Product Update webinar, we also covered other system updates to account for other changes coming in April.

Watch the webinar here

Average holiday pay

Staffology Payroll now supports calculating average time off using days rather than hours, providing a more accurate result for flextime workers.

In the system, “days worked” and “payroll” can now be imported and then used in calculating the daily average.

Multiple pay slip downloads

Following strong customer demand (the most voted feature request on the Staffology ideas portal), users can now download multiple payslips for an employee over a chosen date range.

Simply select a date range and the system will find all available payslips there.

You can then download them as individual PDFs in a zip file or as a single combined payslip document.

You asked, we delivered: tax code navigation, reporting, and history

Read the blog

Bonus: how to manage the end of the year in Staffology Payroll

Around this time of year, we often get a lot of questions about how to handle the end of the year in Staffology Payroll.

During the recent product update webinar, the team walked through the process, demonstrating how simple it is.

Once the last pay period of the fiscal year is completed in the system, users are automatically given the option to “start the year-end process.”

From there, simply follow the on-screen instructions.

When the tax year is closed, Staffology Payroll will automatically roll over into the new tax year.

Webinar: what’s new in Staffology Payroll

Want to know more? During our recent Staffology Payroll product update webinar, the team also covered:

Legislative changes 2026/27
Upcoming Features
Product Roadmap
What AI Means for Payroll Professionals
And much more!

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