By Gideon Schulman
Payroll has never just been about numbers. It’s about people. And as we look to the future, the way we run payroll will say a lot about the kind of organisations we want to build—efficient, ethical, inclusive.
Having led transformation in both the private and not-for-profit sectors, I’ve seen firsthand how payroll is evolving from a back-office process to a strategic enabler. So, what’s next?
I believe the future of payroll will be shaped by three forces: people, platforms, and policy.
1. People: The Employee Experience Is Everything
We’re entering an era where financial wellbeing is core to staff engagement. People expect flexibility, clarity, and control.
- On-demand pay (getting paid as you earn) is gaining traction, especially in care, retail, and hospitality.
- Financial education and personalised payslip tools are helping reduce stress and increase transparency.
- Contractors want proper communication—not cold portals and jargon.
Payroll is becoming a frontline touchpoint for trust. If it’s not human-centred, it won’t keep pace.
2. Platforms: Tech Will Either Empower or Overwhelm
AI, automation, real-time data, blockchain—it all sounds impressive. But the test is whether platforms make life easier for employers and clearer for employees.
- Integrated systems linking HR, payroll, and finance will become the norm.
- Cloud-based solutions will enable smaller charities and SMEs to access enterprise-level functionality without enterprise-level cost.
- Automation will cut admin—but also demand new skills in oversight, data integrity, and exception handling.
The real winners? Organisations that adopt tech intelligently, not just to save time, but to enhance decision-making and compliance.
3. Policy: Regulation Will Keep Changing
IR35, holiday pay rulings, real-time reporting—the rulebook is constantly being rewritten. And there’s more coming:
- Stronger regulation of umbrella companies
- Tighter enforcement on disguised remuneration
- ESG-linked reporting around pay equity and transparency
Good governance isn’t a luxury. It’s the baseline. Payroll providers—and organisations—will need to be agile, ethical, and alert.
So, What Should Leaders Be Doing Now?
- Review your payroll setup. Is it fit for purpose, or just “what we’ve always done”?
- Think holistically. Is payroll integrated with your broader people strategy?
- Talk to your people. Do they understand their payslip? Do they feel supported?
- Choose partners carefully. Look for transparency, accreditations, and values that align with yours.
Final Thought
The future of payroll won’t be about faster software or smarter tax calculations. It will be about how well we connect operational delivery with people’s lived experience.
Because when you get payroll right, people feel respected. And when people feel respected, everything else flows from there.
Curious how to align your payroll with future-ready leadership? Let’s start a conversation.
About the author
Gideon Schulman
Chief Strategy Officer
Former International HR Director, who has vast experience with HR policies and compliance. Specialises in making sure we follow all current and pending legislation and plan a strategic oversight of the organisation.
Payroll has never just been about numbers. It’s about people. And as we look to the future, the way we run payroll will say a lot about the kind of organisations we want to build—efficient, ethical, inclusive.
Having led transformation in both the private and not-for-profit sectors, I’ve seen firsthand how payroll is evolving from a back-office process to a strategic enabler. So, what’s next?
I believe the future of payroll will be shaped by three forces: people, platforms, and policy.
1. People: The Employee Experience Is Everything
We’re entering an era where financial wellbeing is core to staff engagement. People expect flexibility, clarity, and control.
- On-demand pay (getting paid as you earn) is gaining traction, especially in care, retail, and hospitality.
- Financial education and personalised payslip tools are helping reduce stress and increase transparency.
- Contractors want proper communication—not cold portals and jargon.
Payroll is becoming a frontline touchpoint for trust. If it’s not human-centred, it won’t keep pace.
2. Platforms: Tech Will Either Empower or Overwhelm
AI, automation, real-time data, blockchain—it all sounds impressive. But the test is whether platforms make life easier for employers and clearer for employees.
- Integrated systems linking HR, payroll, and finance will become the norm.
- Cloud-based solutions will enable smaller charities and SMEs to access enterprise-level functionality without enterprise-level cost.
- Automation will cut admin—but also demand new skills in oversight, data integrity, and exception handling.
The real winners? Organisations that adopt tech intelligently, not just to save time, but to enhance decision-making and compliance.
3. Policy: Regulation Will Keep Changing
IR35, holiday pay rulings, real-time reporting—the rulebook is constantly being rewritten. And there’s more coming:
- Stronger regulation of umbrella companies
- Tighter enforcement on disguised remuneration
- ESG-linked reporting around pay equity and transparency
Good governance isn’t a luxury. It’s the baseline. Payroll providers—and organisations—will need to be agile, ethical, and alert.
So, What Should Leaders Be Doing Now?
- Review your payroll setup. Is it fit for purpose, or just “what we’ve always done”?
- Think holistically. Is payroll integrated with your broader people strategy?
- Talk to your people. Do they understand their payslip? Do they feel supported?
- Choose partners carefully. Look for transparency, accreditations, and values that align with yours.
Final Thought
The future of payroll won’t be about faster software or smarter tax calculations. It will be about how well we connect operational delivery with people’s lived experience.
Because when you get payroll right, people feel respected. And when people feel respected, everything else flows from there.
Curious how to align your payroll with future-ready leadership? Let’s start a conversation.
About the author
Gideon Schulman
Chief Strategy Officer
Former International HR Director, who has vast experience with HR policies and compliance. Specialises in making sure we follow all current and pending legislation and plan a strategic oversight of the organisation.
