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Global Payroll
Discover the latest resources and advice on streamlining global payroll operations.
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Welcome to the Playroll blog
Discover the latest resources and advice on streamlining global payroll operations.
These are the best global payroll companies that we think are knocking it out of the park in 2024.
Deel's acquisition of PaySpace and the impressive milestone of reaching $500 million in annual recurring revenue (ARR) underscore its ascent in the global payroll services market. This expansion broadens its geographic coverage, particularly in emerging markets like Africa and the Middle East. However, a critical examination of Deel's offerings, global payroll coverage, and customer service reveals areas of strength and potential concerns.
Remote’s commitment to simplifying global employment through technological innovation is evident in the launch of its enhanced API, which integrates global payroll and employee management systems. This approach addresses operational challenges faced by companies with international workforces.
However, while Remote claims substantial global payroll coverage in over 150 countries, the effectiveness and reliability of such extensive service can vary depending on local regulations and the complexity of employment laws, which are not uniformly straightforward across different jurisdictions.
Since its founding in 2016, Papaya Global has expanded its global footprint, serving customers in 160 countries and gaining recognition for its innovative solutions and customer-centric approach.
Moreover, Papaya Global supports the onboarding of both employees and international contractors, catering to diverse workforce needs. The company's proprietary technology platform, integrated with advanced AI, provides real-time analytics and customized reporting, enhancing the efficiency of payroll management.
However, amidst its accolades and strengths, Papaya Global has faced criticism from disgruntled customers regarding service quality and transparency. Recent reviews highlight concerns regarding unexpected transfer fees, unresponsive customer service during holiday periods, and inaccuracies in cost estimates, raising questions about the company's adherence to its claims of excellence.
Oyster has established itself as a leader in global payroll and HR services, covering over 180 countries. Updates include the launch of Oyster Academy and new HR tools, supported by investments from PayPal Ventures and HR Tech Investments.
However, recent customer reviews highlight significant challenges faced by users. Many have reported issues with communication, especially regarding changes in service coverage, such as not managing locations like UAE directly. Delays in processing requests, unfulfilled promises regarding benefits packages, and difficulty in resolving issues efficiently have been common complaints.
These negative experiences indicate areas where Oyster needs to improve its service delivery and customer communication.
Needless to say, we’re taking notes at Playroll. We know our corner of the SaaS world and we’re driven to provide a payroll solution to every challenge. We’ve spent 25 years building our fully-owned global employment infrastructure as part of the VAT IT Group, which services half of all Fortune 500 companies.
That’s one of the reasons Playroll is so well positioned to navigate global payroll, at exactly the time when international payroll services are needed the most. We’re not an HRIS platform that doubles as an EOR. Instead, we focus on opening doors for you to hire international employees and pay international contractors anywhere you like, and stay compliant with local regulations throughout the relationship.
Playroll’s Global Payroll service platform offers a range of features, including automated payroll processes, benefits administration, compliance management, and more. The platform is easy to use and provides businesses with live access to their data. This enables businesses to stay up-to-date with their HR and payroll operations and make informed decisions about their international employees.
And while we offer a cutting-edge platform that provides state of the art data analytics and enterprise resource planning, we also understand the need for balance: we provide human support to help our clients make the most of our platform.
If you’re looking for global payroll solutions to kickstart your international expansion, there’s really only good news. With a wealth of the best international payroll service to choose from, you’re in a position to sift them all to find a solution that fits your needs.
At Playroll, we understand these challenges and are dedicated to providing businesses with a friction-free solution to global expansion. Our platform offers a range of features and services that make it easy for businesses to manage their international employees and comply with local regulations.
If you’re considering Playroll as your EOR or contractor management partner, it’s time to put us through our paces. Let’s talk about how we can power this new, exciting phase in the life of your small international business or large enterprise, for 2024 and beyond.
Read Time
May 15, 2024
Global payroll processing is evolving as more of the global workforce goes remote. We’ve put together a list of the providers that have impressed us the most in 2024, based on their global reach, the services they offer and what their customers have to say about their experiences. Here’s our quick guide, with the occasional hat tip.
When you have a global business, you need to pay close attention to currency fluctuation to keep compensating your international employees fairly.
What is currency fluctuation? Currency fluctuation refers to the variation in a currency's value as a result of market-driven changes in floating exchange rates. The top causes of currency fluctuations include inflation, interest rates, terms of trade, public debt, and economic performance.
As exchange rates fluctuate, they affect an employer’s ability to pay foreign workers and increase or decrease an employee's salary purchasing power. Currency exchange rates should therefore be top of mind for businesses with international operations, or companies hiring remote workers globally.
Here’s our guide on navigating the intricacies of currency fluctuations to make financial management of your global workforce easier.
Exchange rates can negatively or positively affect the compensation international employees and remote workers receive.
For instance, foreign currency depreciation lowers the employee's salary amount in local currency, making it difficult to budget their living expenses. When foreign currency strengthens relative to the local currency, the employee salary increases, moving things in their favor.
Therefore, changing exchange rates may bring unexpected surprises for both the employer and the employee. That presents a challenge to companies with a global workforce. They may end up paying their employees less if the foreign currency depreciates, or pay more than they should if it strengthens.
If you have varying payroll costs because of currency fluctuation, it makes it difficult to properly budget for employee salaries. It will be especially difficult if the currency pairs have exchange rates that fluctuate often.
To that end, international business owners have to understand the specific approaches they can use to minimize how exchange rate fluctuation affects their businesses. They also need to establish who bears the burden if exchange rates move against either party.
There are various currency hedging strategies to help businesses minimize the effects of changing floating exchange rates. They help set transparent salary structures, clearly defining who bears the burden or benefit when exchange rates fluctuate.
They include:
Ensuring your employees are paid fairly amid currency fluctuations can be a key driver of employee satisfaction and retention. That may mean allowing your workers to reap the benefits when exchange rate fluctuation moves in their favor.
Companies may also consider offering exchange rate protections to ensure that employee salaries maintain their purchasing power amid foreign currency depreciation.
A global employer of record (EOR) can help you make an informed decision on which currency hedging strategy to use to keep your global workforce motivated and satisfied.
Exchange rate fluctuation presents a big challenge to international businesses. However, Playroll offers automated currency management features to help businesses navigate this problem.
We help companies pay their employees a stable income amid foreign currency depreciation with our payroll software that does all the complex currency conversion calculations on your behalf. It automatically adjusts monthly salaries pegged to different local currencies to ensure fair and accurate compensation.
Tackle currency fluctuations with Playroll solutions.
Read Time
May 28, 2024
According to the Bureau of Labor Statistics, 43% of businesses in the U.S. use a bi-weekly pay schedule, while 19.8% use semi-monthly payroll.
Choosing the right payroll schedule helps businesses manage their financial commitments and overall administrative workload while driving employee satisfaction. Semi-monthly vs bi-weekly pay schedules are the most common. Both are great, and the one you choose depends on your industry, company size, number and type of employees, and payday regulations in your region.
With a semi-monthly payroll, employees receive payment twice a month. Paychecks are distributed on fixed dates, say 1st and 15th, or 15th and 30th.
Bi-weekly payroll means that employees are paid once every two weeks. Paychecks are distributed every other week, usually on a Friday.
This article delves into the strengths and weaknesses of semi-monthly vs bi-weekly payroll. By the end, you’ll be able to make an informed decision and choose a payroll schedule that aligns with your business goals and workforce needs.
As mentioned above, bi-weekly payroll distributes employee paychecks every other Friday. Paying employees once in two weeks results in 26 pay periods per year. This pay schedule is favored by most U.S. companies as it ensures employees are frequently paid without burdening HR teams with excessive admin work.
A bi-weekly payroll works fine for companies that regularly hire a lot of new hourly and salaried employees.
More frequent payments: Payroll is processed every 14 days, the same day of the week. Such a predictable pay cycle enables employers to prepare and distribute paychecks accordingly.
Employees are paid twice a month on specific dates, with many companies choosing the 1st and the 15th of the month. That results in 24 pay periods per year. Sometimes, paydays may fall on weekends or holidays. Thus, HR teams have to monitor pay dates and make adjustments to ensure timely pay.
Semi-monthly payroll may be a great choice for businesses with employee benefits deductions, such as health insurance and retirement contributions. Paydays align with monthly financial reporting, making it easier to deduct and report deductions from employees’ paychecks.
Several factors come into play when choosing between semi-monthly vs bi-weekly payroll. Below is a list of top factors that influence payroll choice.
Below are the key considerations and best practices for implementing an effective payroll schedule:
Playroll is an innovative global employment platform that offers EOR services and global payroll solutions to help you hire and manage global teams through:
Book a chat with our experts to find out how you can scale your global team with ease.
The goal, therefore, is to foster continuous improvement in payroll processing.
But how do you make that possible?
Payroll performance refers to the effectiveness and efficiency of a company's payroll process, which involves the timely and accurate calculation and disbursement of employee salaries, wages, and benefits. By setting up payroll process key performance indicators KPIs and then monitoring those factors, you can create a cost effective, efficient and accurate payroll process — no matter where your company operates.
Key performance indicators are key payroll performance metrics that businesses can use to measure payroll performance toward an intended goal. They allow you to focus on factors that impact or signal strategic and operational performance. Armed with that information, a company can make the most informed strategic decisions and focus on the optimal practices for improving business activities.
How do you get the most out of your payroll performance indicators KPIs?
You must set clear and measurable targets (the desired level of payroll performance) and then track your movement toward that end goal. The purpose of KPIs is to improve leading indicators that will eventually stimulate lagging benefits.
To measure payroll performance metrics and progress, your end goals need to be SMART (specific, measurable, achievable, realistic and time-based). Additionally, good payroll KPIs have the following characteristics:
There are many different payroll metrics you can focus on to measure payroll performance on an international scale. But to position your company for success, you should narrow the field and focus on the most critical payroll performance metrics for employees in other countries. These include:
What is the total cost of your current payroll process?
Total payroll expenses aren’t simply accounted for by salaries. You must also factor in expenditures beyond compensation, like benefits and tax withholding. Additionally, there are costs involved with the payroll processes itself, like:
When payroll costs are too high, it can inversely impact your profitability. Tracking these costs empowers you to hold a tighter rein over your total payroll expenses.
So, for instance, you may set a goal to reduce your payroll expense by 10% over the next year. Once the goal is established, you must devise a strategy to achieve it. After implementing the strategy, you can leverage various KPIs related to payroll costs to monitor your effectiveness, adjusting your approach as necessary. By using a payroll cost benefit analysis to evaluate the potential benefits and costs of your efforts, you can determine whether the reduction in payroll expenses is justifiable given the potential benefits to your business.
How many people are involved with the current payroll team? How long does it take them to complete the payroll process cycle? How much time does it take to collect and process payroll data?
You can look at this payroll metric from both a granular perspective—time required to complete a specific task or series of tasks—as well as a macro perspective—the total time involved with the entire payroll process.
Naturally, the longer the process goes, the more it will gnaw away at a company's limited budget and resources. Accordingly, your end goal should be to accelerate the speed at which these processes occur but not at the expense of accuracy, seeing as errors only serve to hamper the entire process.
Ideally, adopting a payroll processing system can help automate the tedious, error-prone, manually-based processes. With the right payroll system, you could streamline the entire payroll process and free up your payroll professionals and payroll department for tasks that actually require their expertise.
What is the accuracy rate of your automated payroll system and process? How many payments processed in a set time period? What percentage of those payments include errors?
The presence of errors will only serve to reduce the efficiency of your payroll processes. Each one carries the potential to inhibit your business from both a financial and an opportunity cost perspective. Common errors include:
And then there are much larger areas of concern related to international rules and regulations. Failure to comply with country-specific employment laws may not only result in fines and fees but could also impact your company’s ability to legally operate in the region.
How productive and effective are your payroll departments?
Errors are often a major KPI that auger internal inefficiencies. And these don’t just cost a company in terms of resources—they can also impact employee satisfaction and performance depending on the resolution timeline. However, as the GPM Institute notes, a lengthy cycle is bad for business:
“Payroll as a function is a service department first—and its customers are your employees. A recent benchmarking review from the American Productivity & Quality Center revealed a gap between the time it takes top versus bottom performers to fix payroll errors, with the most responsive organisations resolving errors in as few as two days and the worst performers taking up to 10 days.”
If an employee is waiting on their paycheck to clear in order to pay their bills, they’ll be unhappy with an extended error resolution cycle, especially if this is an issue they must regularly deal with. When that occurs, additional stress is put on the impacted employee, as well as on everyone else involved in the pay period process. That's why it's so important to ensure that your payroll department is fast and efficient.
What factors impact the time to resolve?
Often, a slow process is demonstrative of the fact that there are inherent problems with your payroll system, such as staff shortages, insufficient training for employees or poor processes. Fortunately, there are accurate payroll process, automation and integrations that not only speed up the resolution process but also identify common areas of weakness and help reduce the number of errors that occur within the master data log.
Do your employees go above and beyond the call of duty?
If members of your team are working past the 40-hour work week, they should be compensated for working overtime. In many places, a company is legally required to do so.
Accurately tracking overtime ensures that employees are paid what they’re due. Not to mention, tracking the amount of overtime compared to expectations allows you to measure the health of a department. If employees are consistently working more hours than budgeted for, it could signal that there are too many responsibilities and not enough team members to support the workload.
By taking proactive measures to reduce the amount of overtime needed, you could fix the internal problem before employee burnout sets in and reduce your overtime expenses.
What percentage of employees leave your company? What is the average employee lifecycle? What is the average cost of turnover? Per-position cost of turnover? How long does it take to replace them, and at what cost?
For a growing business, there are associated total payroll expenses practically every time an employee leaves the company, including:
Not to mention, the tangential impacts on teams who must bear extra responsibilities in the meantime.
Put simply, turnover impacts company morale and your bottom line, so the less turnover you have, the better. By breaking down the various factors associated with turnover, your company can plan for the unexpected and take actions to streamline the hiring process.
Are you a multinational company?
If so, the rules and regulations regarding payroll operations in one country may be wildly different in another. But to successfully implement an global payroll operations, you must comply with the payroll laws in each country of operation.
Ensuring compliance isn’t easy. It’s time and labor intensive. In fact, according to surveys from the Workforce Institute, global HR and payroll department spend an average of 36 hours each week on compliance-related activities for companies with more than 500 employees and 23 hours each week for companies with less than 500.
Logically, the more employees you have and the more locations the business operates from, the harder it becomes to maintain global payroll compliance. Along those lines, per the survey, each new major regulatory change costs a business between $40,000 to $100,000 to comply.
This makes tracking your company’s compliance crucial to your overall financial health. To get the tax and compliance right, it helps to take advantage of employer of record services.
Managing payroll solutions and compliance is a difficult undertaking for any business. But for international companies, the inherent complexity is compounded by languages, borders, currencies and local practices.
Setting goals, identifying relevant KPIs and then continuously monitoring them is one of the best ways global companies can improve and measure, payroll performance no matter where they do business.
Not sure where to begin with your company?
Playroll is an automated global payroll management system that facilitates multinational payroll processes and management at the click of a button. With cost calculators, country insights and easy reporting, our solution was built to help you succeed wherever your company goes.
In the age of remote work, having a well-considered approach to global compensation can make all the difference in your ability to attract and retain top global talent.
However, there are some extra considerations and challenges at hand when it comes to paying a global workforce, and ensuring fairness for all your workers. Additionally, companies must adhere to different and complex country-specific regulations. Additionally, you need to stay compliant with local anti-discrimination laws, particularly those addressing gender pay gaps.
Utilizing tools, resources and Employer Of Record services like Playroll can optimize the process. We help ensure that all aspects of compensation for your international hires are handled accurately and lawfully.
This article unpacks the essentials of global compensation and why a robust strategy is crucial. We’ll dive into the pros and cons of different strategies to help you build an effective global compensation plan.
Global compensation is how you approach distributing salaries and benefits to employees located in various countries. It’s essential to incorporate a total rewards strategy. This approach involves not just salary and bonuses but also includes benefits, well-being, career development opportunities, and recognition programs.
The goal is to provide a package that addresses employee satisfaction and engagement, while taking the company's overall business strategy and the local market conditions where employees reside into account.
A well-consider compensation strategy is vital for several reasons:
When calculating compensation for your international employees, take into account the following factors:
Different strategies can be employed to manage an international salary scheme effectively:
Employees are paid a standard amount based on role and the work involved, regardless of where they work.
Pros:
Cons:
Compensation is based on the local standards where the employee resides. This ensures competitiveness in local markets but can lead to disparities within the organization.
Pros:
Cons:
Considering this, two approaches are emerging:
Hybrid Approach: Adjust salaries based on a mix of company’s headquarters and host country benchmarks (employee residence), cost of living adjustments, and company policies. This could involve pegging salaries to the currency your business uses as a standard (for example, dollars). In this example, you would use the dollar amount as the base for an employee's salary, then pay employees in their local currency based on the current exchange rate.
Global Benchmarking: Using global salary surveys and data to set compensation based on international standards. This method is complex but aims to standardize compensation across the organization.
To develop an effective global compensation strategy, implement these steps as part of the process:
Regular Market Research: Continuously monitor global market trends and adjust compensation packages accordingly to stay competitive.
Transparent Communication: Clearly communicate compensation policies and how decisions are made to build trust and transparency. This should form part of your hiring process with candidates, as well as communication to your existing team.
Flexibility: Be prepared to adapt your compensation strategy as markets evolve and new remote work trends emerge.
Technology Utilization: Implement HR and payroll software to simplify the management of global compensation.
Employee Input: Regularly gather feedback from employees on their compensation satisfaction to make adjustments accordingly.
Building and managing a global pay structure can get complicated – use the following tools and resources to simplify the process:
HR Management Software: Utilizing services like Playroll can streamline processes by managing international payroll and compliance through Employer of Record (EOR) services.
Employee Cost Calculator: Use Playroll’s free Employee Cost Calculator to get a breakdown on annual salary, statutory benefits and employer taxes in 180+ regions – and get a side-by-side comparison of employer costs in different markets.
Economic Research Institute (ERI): ERI provides detailed salary surveys and compensation data for a wide range of industries and job roles globally.
Numbeo: It provides data on living expenses, including rent, groceries, and transportation, across different cities and countries.
Glassdoor: It offers salary information based on employee-reported data. It helps organizations understand compensation trends in different regions and industries.
Currency Exchange Platforms: Services like XE or OANDA for real-time currency conversion and financial planning.
The popularity of remote work is here to stay. As more companies embrace hiring internationally, having an effective global compensation strategy can help you get an edge when it comes to attracting and retaining talent. Embracing these principles will not only enhance employee satisfaction but also drive business success.
At Playroll, we take the complexity out of hiring a distributed workforce. As an Employer Of Record, we handle paying, onboarding and managing your international employees in 180+ regions, so you can focus on your business.
Additionally, you can administer localized, attractive benefits for your employees with advice from our team of experts on what competitive compensation looks like.
Read Time
July 12, 2024
In the age of remote work, having a well-considered approach to global compensation can make all the difference in your ability to attract and retain top global talent.
However, there are some extra considerations and challenges at hand when it comes to paying a global workforce, and ensuring fairness for all your workers. Additionally, companies must adhere to different and complex country-specific regulations. Additionally, you need to stay compliant with local anti-discrimination laws, particularly those addressing gender pay gaps.
Utilizing tools, resources and Employer Of Record services like Playroll can optimize the process. We help ensure that all aspects of compensation for your international hires are handled accurately and lawfully.
This article unpacks the essentials of global compensation and why a robust strategy is crucial. We’ll dive into the pros and cons of different strategies to help you build an effective global compensation plan.
Global compensation is how you approach distributing salaries and benefits to employees located in various countries. It’s essential to incorporate a total rewards strategy. This approach involves not just salary and bonuses but also includes benefits, well-being, career development opportunities, and recognition programs.
The goal is to provide a package that addresses employee satisfaction and engagement, while taking the company's overall business strategy and the local market conditions where employees reside into account.
A well-consider compensation strategy is vital for several reasons:
When calculating compensation for your international employees, take into account the following factors:
Different strategies can be employed to manage an international salary scheme effectively:
Employees are paid a standard amount based on role and the work involved, regardless of where they work.
Pros:
Cons:
Compensation is based on the local standards where the employee resides. This ensures competitiveness in local markets but can lead to disparities within the organization.
Pros:
Cons:
Considering this, two approaches are emerging:
Hybrid Approach: Adjust salaries based on a mix of company’s headquarters and host country benchmarks (employee residence), cost of living adjustments, and company policies. This could involve pegging salaries to the currency your business uses as a standard (for example, dollars). In this example, you would use the dollar amount as the base for an employee's salary, then pay employees in their local currency based on the current exchange rate.
Global Benchmarking: Using global salary surveys and data to set compensation based on international standards. This method is complex but aims to standardize compensation across the organization.
To develop an effective global compensation strategy, implement these steps as part of the process:
Regular Market Research: Continuously monitor global market trends and adjust compensation packages accordingly to stay competitive.
Transparent Communication: Clearly communicate compensation policies and how decisions are made to build trust and transparency. This should form part of your hiring process with candidates, as well as communication to your existing team.
Flexibility: Be prepared to adapt your compensation strategy as markets evolve and new remote work trends emerge.
Technology Utilization: Implement HR and payroll software to simplify the management of global compensation.
Employee Input: Regularly gather feedback from employees on their compensation satisfaction to make adjustments accordingly.
Building and managing a global pay structure can get complicated – use the following tools and resources to simplify the process:
HR Management Software: Utilizing services like Playroll can streamline processes by managing international payroll and compliance through Employer of Record (EOR) services.
Employee Cost Calculator: Use Playroll’s free Employee Cost Calculator to get a breakdown on annual salary, statutory benefits and employer taxes in 180+ regions – and get a side-by-side comparison of employer costs in different markets.
Economic Research Institute (ERI): ERI provides detailed salary surveys and compensation data for a wide range of industries and job roles globally.
Numbeo: It provides data on living expenses, including rent, groceries, and transportation, across different cities and countries.
Glassdoor: It offers salary information based on employee-reported data. It helps organizations understand compensation trends in different regions and industries.
Currency Exchange Platforms: Services like XE or OANDA for real-time currency conversion and financial planning.
The popularity of remote work is here to stay. As more companies embrace hiring internationally, having an effective global compensation strategy can help you get an edge when it comes to attracting and retaining talent. Embracing these principles will not only enhance employee satisfaction but also drive business success.
At Playroll, we take the complexity out of hiring a distributed workforce. As an Employer Of Record, we handle paying, onboarding and managing your international employees in 180+ regions, so you can focus on your business.
Additionally, you can administer localized, attractive benefits for your employees with advice from our team of experts on what competitive compensation looks like.
When you have a global business, you need to pay close attention to currency fluctuation to keep compensating your international employees fairly.
What is currency fluctuation? Currency fluctuation refers to the variation in a currency's value as a result of market-driven changes in floating exchange rates. The top causes of currency fluctuations include inflation, interest rates, terms of trade, public debt, and economic performance.
As exchange rates fluctuate, they affect an employer’s ability to pay foreign workers and increase or decrease an employee's salary purchasing power. Currency exchange rates should therefore be top of mind for businesses with international operations, or companies hiring remote workers globally.
Here’s our guide on navigating the intricacies of currency fluctuations to make financial management of your global workforce easier.
Exchange rates can negatively or positively affect the compensation international employees and remote workers receive.
For instance, foreign currency depreciation lowers the employee's salary amount in local currency, making it difficult to budget their living expenses. When foreign currency strengthens relative to the local currency, the employee salary increases, moving things in their favor.
Therefore, changing exchange rates may bring unexpected surprises for both the employer and the employee. That presents a challenge to companies with a global workforce. They may end up paying their employees less if the foreign currency depreciates, or pay more than they should if it strengthens.
If you have varying payroll costs because of currency fluctuation, it makes it difficult to properly budget for employee salaries. It will be especially difficult if the currency pairs have exchange rates that fluctuate often.
To that end, international business owners have to understand the specific approaches they can use to minimize how exchange rate fluctuation affects their businesses. They also need to establish who bears the burden if exchange rates move against either party.
There are various currency hedging strategies to help businesses minimize the effects of changing floating exchange rates. They help set transparent salary structures, clearly defining who bears the burden or benefit when exchange rates fluctuate.
They include:
Ensuring your employees are paid fairly amid currency fluctuations can be a key driver of employee satisfaction and retention. That may mean allowing your workers to reap the benefits when exchange rate fluctuation moves in their favor.
Companies may also consider offering exchange rate protections to ensure that employee salaries maintain their purchasing power amid foreign currency depreciation.
A global employer of record (EOR) can help you make an informed decision on which currency hedging strategy to use to keep your global workforce motivated and satisfied.
Exchange rate fluctuation presents a big challenge to international businesses. However, Playroll offers automated currency management features to help businesses navigate this problem.
We help companies pay their employees a stable income amid foreign currency depreciation with our payroll software that does all the complex currency conversion calculations on your behalf. It automatically adjusts monthly salaries pegged to different local currencies to ensure fair and accurate compensation.
Tackle currency fluctuations with Playroll solutions.
These are the best global payroll companies that we think are knocking it out of the park in 2024.
Deel's acquisition of PaySpace and the impressive milestone of reaching $500 million in annual recurring revenue (ARR) underscore its ascent in the global payroll services market. This expansion broadens its geographic coverage, particularly in emerging markets like Africa and the Middle East. However, a critical examination of Deel's offerings, global payroll coverage, and customer service reveals areas of strength and potential concerns.
Remote’s commitment to simplifying global employment through technological innovation is evident in the launch of its enhanced API, which integrates global payroll and employee management systems. This approach addresses operational challenges faced by companies with international workforces.
However, while Remote claims substantial global payroll coverage in over 150 countries, the effectiveness and reliability of such extensive service can vary depending on local regulations and the complexity of employment laws, which are not uniformly straightforward across different jurisdictions.
Since its founding in 2016, Papaya Global has expanded its global footprint, serving customers in 160 countries and gaining recognition for its innovative solutions and customer-centric approach.
Moreover, Papaya Global supports the onboarding of both employees and international contractors, catering to diverse workforce needs. The company's proprietary technology platform, integrated with advanced AI, provides real-time analytics and customized reporting, enhancing the efficiency of payroll management.
However, amidst its accolades and strengths, Papaya Global has faced criticism from disgruntled customers regarding service quality and transparency. Recent reviews highlight concerns regarding unexpected transfer fees, unresponsive customer service during holiday periods, and inaccuracies in cost estimates, raising questions about the company's adherence to its claims of excellence.
Oyster has established itself as a leader in global payroll and HR services, covering over 180 countries. Updates include the launch of Oyster Academy and new HR tools, supported by investments from PayPal Ventures and HR Tech Investments.
However, recent customer reviews highlight significant challenges faced by users. Many have reported issues with communication, especially regarding changes in service coverage, such as not managing locations like UAE directly. Delays in processing requests, unfulfilled promises regarding benefits packages, and difficulty in resolving issues efficiently have been common complaints.
These negative experiences indicate areas where Oyster needs to improve its service delivery and customer communication.
Needless to say, we’re taking notes at Playroll. We know our corner of the SaaS world and we’re driven to provide a payroll solution to every challenge. We’ve spent 25 years building our fully-owned global employment infrastructure as part of the VAT IT Group, which services half of all Fortune 500 companies.
That’s one of the reasons Playroll is so well positioned to navigate global payroll, at exactly the time when international payroll services are needed the most. We’re not an HRIS platform that doubles as an EOR. Instead, we focus on opening doors for you to hire international employees and pay international contractors anywhere you like, and stay compliant with local regulations throughout the relationship.
Playroll’s Global Payroll service platform offers a range of features, including automated payroll processes, benefits administration, compliance management, and more. The platform is easy to use and provides businesses with live access to their data. This enables businesses to stay up-to-date with their HR and payroll operations and make informed decisions about their international employees.
And while we offer a cutting-edge platform that provides state of the art data analytics and enterprise resource planning, we also understand the need for balance: we provide human support to help our clients make the most of our platform.
If you’re looking for global payroll solutions to kickstart your international expansion, there’s really only good news. With a wealth of the best international payroll service to choose from, you’re in a position to sift them all to find a solution that fits your needs.
At Playroll, we understand these challenges and are dedicated to providing businesses with a friction-free solution to global expansion. Our platform offers a range of features and services that make it easy for businesses to manage their international employees and comply with local regulations.
If you’re considering Playroll as your EOR or contractor management partner, it’s time to put us through our paces. Let’s talk about how we can power this new, exciting phase in the life of your small international business or large enterprise, for 2024 and beyond.
How do payroll reports help businesses stay on top of things? Payroll reports are like a financial snapshot, keeping track of employees’ hours worked, pay period, unemployment taxes, and federal income tax withholding.
Many organizations leverage payroll software to streamline reporting processes. But is your company optimizing its approach? Let’s explore the top five reasons why mastering payroll reports can dramatically enhance your strategic business decisions.
Payroll reports offer a clear view of salaries, wages, bonuses, and commissions, which allow you to analyze trends, pinpoint departments with high costs, and identify potential savings opportunities. Additionally, they reveal indirect labor costs like paid time off, overtime, and sick leave.
Also, they help to budget with confidence. These documents provide a historical record of payroll expenses, which support creating accurate future budgets. Therefore, it is possible to forecast future payroll costs based on employee headcount, salary increases, payroll taxes, and planned benefit changes. For example, a business may use historical payroll data to predict future staffing needs.
They ensure you have the data readily available to match up with tax filings, guaranteeing accurate calculations.
In the United States, there is a world of taxes to navigate, and annual payroll reports—as well as quarterly ones—are essential. There are different types of payroll reports:
Through payroll reports, companies can avoid any potential headaches down the road. Failing to file payroll tax reports on time or containing inaccuracies can lead to hefty fines from tax authorities. Also, non-compliance can trigger government audits, which are resource-intensive, and in severe cases to potential lawsuits.
Businesses can gain a deeper understanding of their workforce costs, identify trends, and make data-driven choices that contribute to overall success if they got payroll reports right.
Analyzing payroll information might be valuable to notice, for example, a spike in overtime costs, which might reveal inefficient scheduling practices. This can be improved due to an optimization of practices, which, in turn, boost employee morale.
Payroll reports are key to identifying high turnover rates on a particular production line, which may be the result of below-market wages compared to competitors, and can lead to wage adjustments.
This is another upside to leveraging data from payroll reports. How do companies do this?
Reports can automate repetitive tasks like generating payslips, calculating taxes, and filing reports with tax authorities. This frees up valuable time for payroll staff to focus on strategic initiatives.
Minimize human error by automating calculations and data entry based on payroll reports. This leads to faster processing times, improved accuracy, and a reduction in administrative costs.
In this sense, payroll reporting might be instrumental in optimizing labor costs. It is possible to identify departments consistently exceeding budgets or roles with lower productivity.
Moreover, reports can track benefit utilization trends, such as underutilized benefits or areas with high costs for low returns. This data can inform decisions on renegotiating benefit packages or implementing wellness programs to improve employee health and potentially reduce healthcare costs.
By offering employees 24/7 access to their payslips, tax documents, and benefits information from any device, payroll reports and self-service portals empower individuals with control over their personal data. This transparency not only enhances trust between employees and management but also contributes significantly to overall employee satisfaction.
For HR managers, implementing such systems means facilitating easier access to essential information, which reduces the administrative burden on HR departments and minimizes errors in data management. Additionally, it allows HR managers to focus more on strategic initiatives and employee development rather than routine queries and data entry tasks.
The availability of this information at the fingertips of employees helps in creating a responsive and inclusive work environment, which can encourage higher levels of engagement and a happier workforce.
Organizations can maximize payroll benefits by investing in advanced payroll systems, but there is more than that. At Playroll, we are committed to managing border payrolls, complying with international HR regulations, and carrying out employer of record services.
Unleash efficiency—book a demo this week.
In the UK, the National Living Wage rate and the Apprentice rate saw the largest increases for 16-20 year olds in history, with a 21% rise for 16-17 year olds and a 15% increase for 18-20 year olds. These changes aim to narrow the gap between youth rates and the National Living Wage, addressing disparities in living standards and cost of living, especially in regions like London.
The new rates reflected adjustments for inflation, ensuring wages align more closely with the cost of living. As full-time employers in the UK prepare for these changes, Playroll’s services play an indispensable role in ensuring compliance, helping businesses transition to the new wage standards from the regulations that started on 1 April 2024.
The UK's minimum wage landscape is undergoing significant shifts, reflective of long-term economic strategies and the goal of equitable compensation. As of April 2024, the National Living Wage (NLW) increased to £11.44 per hour, marking a substantial 10% increase in cash terms. This adjustment represents the third largest annual increase in real terms since the inception of the NLW.
These changes are part of a broader commitment by the UK government to ensure fair compensation, aligning minimum wage rates with inflation and living costs. The 2024 increase is notable as it sets the NLW at approximately 30% higher than the adult minimum wage in 2015, the highest ever in real terms.
Understanding these changes helps businesses ensure compliance and supports effective workforce management. The government's approach balances supporting workers while considering the economic viability of businesses, attempting to strike a balance as companies navigate adjustments amidst recovering economic conditions post-financial crisis.
The UK minimum wage is more than a legal benchmark—it's a foundation that fosters a culture of respect and value for employees across sectors. Here, we peel back what this term really means and explore its impact beyond the legal realm.
For workers, the minimum wage ensures a base level of financial stability, setting a floor for their quality of life.
Employers, on the other hand, must deftly balance fair compensation with their business's financial health—a task that's anything but straightforward.
The importance of payroll services becomes clear here, as they do more than crunch numbers. These services ensure businesses not only comply with wage regulations but also integrate them into broader business operations.
Since its 1999 introduction, the UK's minimum wage structure has evolved, initially categorizing wages by age and expanding over the years.
Historically, it began with two age groups, expanded to include under 18s in 2004, and adjusted several times up to 2016. In 2024, the structure consolidates back to four main categories. In addition to these statutory minimums, a higher voluntary real living wage provides £12 per hour nationally and £13.15 in London for 2023/24.
Recent trends show a promising shift: as of January 2024, wages are finally outpacing inflation, with regular weekly earnings growing by 6.1%, significantly above the CPI inflation rate of 4% that month. This recovery comes after a tough period where wages lagged behind inflation, dramatically impacting the UK's cost of living and affecting nearly every household.
As we move into the 2024/25 financial year, the UK has revised its minimum wage rates. The most notable change is in the National Living Wage (NLW), which now extends to workers aged 21 and over, significantly broadening its scope. This rate has seen a substantial increase from £10.42 to £11.44 per hour.
Here’s the updated breakdown of the UK minimum wage categories from April 2024:
The UK minimum wage varies for different worker types, making it important for both employers and employees to understand these distinctions for compliance and fair compensation.
Workers must be at least school-leaving age to receive the National Minimum Wage and 23 or over for the National Living Wage. This includes part-time, casual laborers, agency workers, apprentices, and others. Any contract offering pay below these rates is not legally binding.
Correct minimum wage calculations depend on distinguishing between hourly rates and annual salaries. Payments must align with NMW and NLW standards. Regular bonuses count towards the minimum wage, but one-time or irregular bonuses do not.
Employers should verify if internship and work placement participants are eligible for minimum wage. Specific groups like self-employed individuals and company directors do not qualify for NMW or NLW. Ensure all workers receive appropriate compensation according to their legal rights.
From mid-2021 to late 2023, wage growth in the UK did not match rising inflation, severely impacting disposable income. Despite a late-year decrease in inflation, the economic effects were significant. Employers need to consider these conditions when setting compensation to ensure employee financial stability.
In the UK, there is a national minimum wage that employers are required to adhere to. The rates can vary depending on the age of the worker and whether they are an apprentice. Employers in the UK may face financial challenges in complying with these regulations, especially if they operate in industries with thin profit margins or rely on low-wage labor. However, it's important for employers to recognize the long-term benefits of having a motivated and satisfied workforce, which can contribute to increased productivity and employee retention.
Maintaining a balance between cost control and workforce morale is a concern for employers globally, including those in the UK. In the UK, where labor laws and workers' rights are well-defined, employers need to be mindful of how their decisions and policies impact employee morale. Effective communication and empathy are crucial in navigating this balance, as dissatisfaction among the workforce can lead to decreased productivity and potentially even legal issues.
Wage disparities within an organization are a concern in the UK as they can contribute to employee discontent. The UK has laws and regulations aimed at promoting fairness and equality in the workplace. Employers need to be proactive in addressing wage disparities to create a work environment that is perceived as fair and inclusive.
As a leading Global Employer of Record, Playroll is your strategic partner in effortlessly navigating the intricacies of minimum wages in the UK. Leveraging our deep understanding of the UK market, Playroll empowers your business to seamlessly pay, manage, and recruit top talent in strict accordance with local regulations and compliance standards. Here's how we make it happen:
Did you know that Costa Rica is the country with the highest minimum salary in Latin America? If you’re interested in investing in this Central American nation with its expanding job market and easy access to the United States, it’s important to understand the factors that drive the Costa Rican economy, as well as the aspects behind the average income.
Costa Rica has been characterized by its steady growth and political stability. The World Bank has termed its performance a "success story in terms of development", due to its openness to foreign investment and gradual trade liberalization.
As the economy recovered after the pandemic, Costa Rica’s Gross Domestic Product grew in 2022 by 4.6% to US$69.24 billion, and in 2023 the poverty rate fell from 19.9% to 12.7%. In 2023, the GDP increased by 5.1%, mostly due to the acceleration of private consumption, increased investment, and exports.
The average income in Costa Rica stands at ₡411,151 colones per month (US$820 in April 2024), according to the National Statistics bureau, INEC. The figure represents a rise of 4% compared to 2022. Annually, the average income is ₡4,933,812 (US$9,840.35), excluding bonuses from a typical employment relationship.
Additionally, the salary income increased 4.2% in 2023 to ₡680,890 (US$1,358).
INEC also pointed out that location matters in terms of the average household income in Costa Rica. Urban households have an average income of ₡1,173,278 (US$2,340.07) per month, whereas rural households get ₡719,885 (US$1,435.79).
The average income depends on different factors such as industry, experience, level of education, and location. Salaries in San José, the capital city, tend to be higher compared to other cities.
Source: Salary Expert
The average monthly salary ranges from ₡358,000 (US$687) for unskilled occupations, including ₡463,000 (US$922) for specialized workers, to ₡765,000 (US$1,523) for those with a university degree, according to the Labor Ministry.
In January, the government issued the list of minimum salaries and wages for the first half of 2024. Certain professions may have even higher salaries.
The last increase in salaries (1.83%) made Costa Rica the country with the highest minimum salary in Latin America, measured in US dollars, taking into account the amount for unskilled workers (US$687). Uruguay and Chile are the next countries with an average minimum salary around US$500.
The average income is explained in part by a growing economy, a competent education system, Costa Rican’s workforce skills, the development of tech industries, and the manufacturing of medical equipment for the public health sector.
The OECD has noted that economic activity across the private and public sectors strengthened in 2023, driven particularly by manufacturing, construction, and professional services. Moreover, the Investment Confidence Index reached its highest level in 10 years.
Costa Rica's labor market faces, however, some challenges. Around 50% of the population has a paid job. The unemployment rate stands at 7.8%. The private sector struggles to fill vacancies, particularly in technical and scientific positions. In this context, the Ministry of Education has set the ambitious goal to have a fully bilingual population by 2040.
Real estate is also becoming expensive, with soaring prices putting San José apartments out of reach. This might pose recruitment challenges by escalating salary demands. As the cost of living rises, employees may demand higher wages to compensate for their increased living expenses. This can lead to upward pressure on payroll costs for employers.
A traditional producer of pineapples and bananas, a driving sector of the economy, Costa Rica has in recent years experienced a change in industries related to professional services and the manufacturing of medical equipment that add value to the country's exports.
According to the World Bank, Costa Rican growth will slow in 2024, followed by a rebound. The Costa Rican economy is going to increase 3.9% in 2024 and 3.7% in 2025, mostly because of global economic conditions.
In a recent report, the International Monetary Fund (IMF) has highlighted that Costa Rica has one of the highest shares of foreign-born employees living in the country, which accounts for 11% of Costa Rica’s labor force. The IMF has stated that they bring “a diverse skill set” that can complement that of native-born workers.
In addition, Costa Rica's commitment to environmental sustainability presents opportunities for businesses to align with eco-friendly initiatives, such as the Payments for Environmental Services (PES) program, which incentivizes forest and biodiversity conservation.
Costa Rica has room for improvement in some areas related to the labor market. Its stability, growth trajectory, and environmental initiatives position it for continued progress and offer a promising outlook for businesses. By understanding the local economic landscape, management teams and organizational leaders can make informed decisions and capitalize on opportunities in Costa Rica.
At Playroll, we are committed to helping organizations to hiring employees in Costa Rica. Our Employer of Record (EOR) handles hiring, onboarding, payroll, taxes, immigration, benefits administration, and compliance.
Ready to take the next step in hiring employees in Costa Rica? Request a demo of Playroll's comprehensive HR solutions today and unlock the full potential of your workforce.
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The most obvious inequalities are observed in gender pay gaps. On average, women's hourly earnings are 12.7 % below men's in the EU and 24.4 % in the US. However, the problem of closing pay gaps goes beyond gender.
Understanding the true value of your employees is crucial for maintaining a thriving workforce. Determining fair compensation packages can be challenging, especially with evolving industry standards and legislation such as bans on requiring an employee's salary history or expectations.
This is where benchmarking compensation steps in as a tool to ensure fairness and transparency in pay practices.
Pay disparities refer to differences in compensation plans among employees performing similar roles or having similar qualifications within an organization. These disparities can manifest in various forms, including gender, race, age, disability, and socioeconomic pay gaps. They persist despite legislation prohibiting employers from sharing compensation information.
These inequities not only impact employee satisfaction but also undermine organizational performance. For business, it's essential to look into the root causes of pay inequities and address them effectively.
Through market data analysis and insightful research, businesses can identify challenges and develop a compensation strategy to benchmark workers compensation. Mitigating pay scale discrepancies allows firms to better compare minimums and maximums with that of their peers, leading to more efficient compensation contracts.
Maybe you are wondering why this is still relevant in a modern, highly regulated job market. A recent study found that pay disparities persist in many organizations despite efforts to promote fairness and equity.
Even today, women and minority employees are usually paid less than their male or non-minority counterparts for similar roles.
For example, Native American women are paid 59 cents for every dollar white, non-Hispanic men earn. This gap can cost them more than $1.1 million over a lifetime of work. Pay structure disparities such as this not only undermine employee morale but also contribute to turnover and attrition rates.
Other best practices for compensation benchmarking include frequent conduction (recommended every 2 to 5 years), integration with collective bargaining, and public disclosure of results.
Fostering a culture of diversity and inclusion can also create a supportive environment where employees feel valued and respected.
Through continuous monitoring and evaluation, businesses can identify and address any disparities in pay and take corrective action as needed.
Ensuring that benchmarking data is relevant to the organization's specific industry, geographic location, and workforce demographics can be challenging. Without relevant data, organizations risk making decisions based on inaccurate or incomplete information.
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As we look to the future, emerging trends in compensation benchmarking present new opportunities and challenges—businesses must stay ahead of the curve to remain competitive.
Legislative changes, such as salary transparency laws, will impact how organizations disclose salary data information and set market rate ranges. With the rise of remote work and the gig economy, organizations must adapt their compensation practices to stay competitive.
Organizations can navigate the complexities of pay equity by embracing innovation, such as leveraging AI to close pay gaps and drive meaningful change in the workplace.
Closing pay gaps requires a proactive approach. By leveraging data-driven insights and adopting best practices in pay management, businesses can create a fair and equitable workplace.
At Playroll, we are committed to helping organizations achieve their diversity and inclusion goals through innovative HR solutions and human-centered support.
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We understand the challenges organizations face in navigating the complexities of compensation benchmarking. Our comprehensive suite of HR solutions is tailored to address these and empower organizations to make data-driven decisions:
Ready to take the next step in closing pay gaps and promoting fairness in your organization? Request a demo of Playroll's comprehensive HR solutions today and unlock the full potential of your workforce.
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Compensation benchmarking is the process of comparing salaries your company is paying for a job as opposed to what other companies are paying for the same or similar job titles. It helps organizations ensure fairness and transparency in their pay practices and stay competitive in the market.
Compensation benchmarking data can come from various sources, including government data, salary survey reports, and industry networking. HR professionals use this data to analyze market trends and set competitive compensation ranges for their employees.
Compensation benchmarking is valuable because it allows organizations to make informed decisions about employee compensation, attract top talent, and retain high-performing employees. By aligning their pay practices with industry standards, organizations can create a fair and equitable workplace culture.
We’ll cut right to the chase: if you’re here, you’re probably looking for a global payroll provider. The good news is that there are plenty out there. The better news is that, like any efficient marketplace, the market for global payroll providers offers a wide range of specialised offerings. These cater to specific needs, and at prices that keep everyone happy.
The only downside to this variety is that finding the right match for your business is tricky. What are the criteria, and which ones matter the most? Here is our 7-point checklist to help you find the global payroll provider that meets your needs.
This one is first on the list because it’s crucial to expand your workforce across borders. For a large enterprise, setting up a subsidiary or legal entity in a new country might make sense. But that’s costly and time-consuming. It also carries significant risk, in the event that the project doesn’t take off.
An Employer of Record (EOR) provides a route around these obstacles by, in essence, employing people on your behalf. A good EOR provider handles compliance for you, usually through local entities they own themselves.
Needless to say, if you’re going to outsource payroll, it makes sense to focus on organisations that can also offer you an off-the-shelf solution in the country (or countries) of your choice. That narrows the list.
Global expansion doesn’t just mean hiring international candidates as employees. There’s also a growing market for contractors and freelancers. Bringing them on board can be a game-changer, especially for highly specialized or temporary projects. You’ll need a global payroll solution that gives you equal mileage in terms of hiring permanent employees and working with contractors. If a payroll provider offers contractor management as part of its services, it’s likely to be something they advertise. To be sure, you can always ask.
The list is getting thinner…
So far, we’re looking for a global payroll provider that also provides EOR services and contractor management. That’s still a fairly big set, so we need to think in terms of practicalities. You want a solution that you can implement quickly and with minimal hassle. A crucial part of this is integration: does this solution integrate with your existing HR tools? If not, it might not belong on this list.
But since you asked, we provide two-step onboarding, in minutes. Check it out.
There’s no point going further with any global payroll provider if they don’t have robust compliance procedures. And it’s not enough to talk the talk: ask tough questions to figure out whether they really can facilitate compliant hires in the countries you’re targeting.
Of all the items on this checklist, compliance is a zero-compromise issue. Misclassifying employees as contractors, or vice versa (to cite just one of many possible compliance blunders) can incur catastrophic penalties in almost all countries.
Closely related to compliance is the matter of protecting data: yours, and that of the people in your organisation. Sharing your payroll data isn’t something you can afford to do lightly: GDPR and similar data protection frameworks place the onus on you to ensure that you’re covering your bases.
Ask any potential global payroll provider what data security measures they have in place. Customer reviews and case studies can also supply valuable information about a company’s history in this regard.
Throughout your partnership, you will need to be in close communication with your provider. As your workforce changes, payroll needs to be updated accordingly to avoid errors and maintain compliance.
So it’s vital that your provider offer effective customer service channels and procedures for resolving issues that will inevitably come up. We recommend taking a deep dive into client reviews.
It also helps if the platform provides some employee self-service options. This helps your own internal HR, by reducing the number of queries and requests they have to handle. But even more importantly, it keeps your remote employees happy.
And that matters, because the flip-side of a global talent pool is that a global workforce knows its worth, and is increasingly hard to please.
SWIFT transactions aren’t a feasible way to handle international payments if you want to scale. Any global payroll provider worth it's salt will be able to give you a way to pay quickly, in the currency of your choice, and in a way that suits your employees.
And because payroll regulations vary - sometimes wildly - from country to country, international legal expertise is indispensable for companies focused on global expansion.
That concludes our 7 steps to narrowing the field and finding the right global payroll partner for you. More than helping you to trim the fat, we’re committed to providing innovative global payroll solutions based on decades of experience as part of the VAT IT group.
We’d love to talk to you about how Playroll meets all of these needs and more.
According to the Bureau of Labor Statistics, 43% of businesses in the U.S. use a bi-weekly pay schedule, while 19.8% use semi-monthly payroll.
Choosing the right payroll schedule helps businesses manage their financial commitments and overall administrative workload while driving employee satisfaction. Semi-monthly vs bi-weekly pay schedules are the most common. Both are great, and the one you choose depends on your industry, company size, number and type of employees, and payday regulations in your region.
With a semi-monthly payroll, employees receive payment twice a month. Paychecks are distributed on fixed dates, say 1st and 15th, or 15th and 30th.
Bi-weekly payroll means that employees are paid once every two weeks. Paychecks are distributed every other week, usually on a Friday.
This article delves into the strengths and weaknesses of semi-monthly vs bi-weekly payroll. By the end, you’ll be able to make an informed decision and choose a payroll schedule that aligns with your business goals and workforce needs.
As mentioned above, bi-weekly payroll distributes employee paychecks every other Friday. Paying employees once in two weeks results in 26 pay periods per year. This pay schedule is favored by most U.S. companies as it ensures employees are frequently paid without burdening HR teams with excessive admin work.
A bi-weekly payroll works fine for companies that regularly hire a lot of new hourly and salaried employees.
More frequent payments: Payroll is processed every 14 days, the same day of the week. Such a predictable pay cycle enables employers to prepare and distribute paychecks accordingly.
Employees are paid twice a month on specific dates, with many companies choosing the 1st and the 15th of the month. That results in 24 pay periods per year. Sometimes, paydays may fall on weekends or holidays. Thus, HR teams have to monitor pay dates and make adjustments to ensure timely pay.
Semi-monthly payroll may be a great choice for businesses with employee benefits deductions, such as health insurance and retirement contributions. Paydays align with monthly financial reporting, making it easier to deduct and report deductions from employees’ paychecks.
Several factors come into play when choosing between semi-monthly vs bi-weekly payroll. Below is a list of top factors that influence payroll choice.
Below are the key considerations and best practices for implementing an effective payroll schedule:
Playroll is an innovative global employment platform that offers EOR services and global payroll solutions to help you hire and manage global teams through:
Book a chat with our experts to find out how you can scale your global team with ease.
In the first quarter of 2023, the Employment Tribunal Service received 7,400 claims of unauthorized deduction of wages. Employers should understand wage deductions in the UK to avoid legal action and penalties.
Deductions from UK wages are certain amounts of money an employer takes off an employee's taxable income. Tax deductions in the UK are made through an employee's paycheck to cover taxes, insurance contributions, loan repayments, charitable donations, pension contributions, and more.
Deductions from wages in the UK can be categorized into four different types, including:
There are tax laws and regulations governing how much tax is deducted from a salary in the UK. Employers have a responsibility to ensure that deductions from wages in the UK adhere to HMRC regulations. That can be achieved through:
Supporting employee deductions can be of great benefit to both employers and employees. It not only helps reduce how much tax is deducted from salaries in the UK, but also boosts overall employee satisfaction. That’s important for improving employee retention.
Employers can use different strategies to support employee deductions, including:
When determining how much tax is deducted from a salary in the UK, employers should be aware of the eligibility criteria for employee deductions. That helps protect employee rights and ensure compliance with HMRC regulations.
Below are the eligibility criteria for deductions from wages UK that both employers and employees should be aware of.
An employer cannot make deductions unless:
Well, there's no fixed amount that employers should deduct from employee wages. However, the total amount of deductions must not reduce an employee's earnings below the National Minimum Wage or the National Living Wage unless it's for tax, national insurance, or other eligible deductions.
Employers in the retail industry or restaurants shouldn't deduct more than 10% of the employee's gross wage to cover any shortfalls.
Tax regulations that determine how much tax is deducted from a salary in the UK are subject to frequent changes. It's your responsibility as an employer to keep abreast of the legislative updates impacting employee tax deductions. Business owners can adapt to such changes through:
When determining how much tax is deducted from a salary in the UK, business owners and employers have the responsibility to ensure that all deductions from wages are lawful. That creates the need for accurate payroll management to maximize deductions and ensure compliance.
Playroll offers professional EOR services and global payroll management solutions to help business owners automate employee deductions following the latest HMRC regulations.
Leverage Playroll's expertise for streamlined and compliant payroll and employee tax deduction processes. Request a demo.
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