Common Discussion Points
Common Discussion Points from National Payroll Week
During the events of National Payroll Week hosted by the CIPP, our team received a range of questions across speaking panels, networking sessions, and follow-ups. We want to address them collectively, provide support where these are areas of concern, and ensure those who could not attend still have access to the discussions.
Mediation
“What should we do if our payroll vendor isn’t supporting us?”
This question was raised in several forms but always centred on the same frustration: a vendor that does not respond as expected. There can be many reasons behind this, from stretched support teams to contractual limitations, but it can leave organisations feeling stuck. One solution is to involve a third party to act as a mediator. Mediation allows both client and vendor to revisit the commitments that were originally made, hold each other accountable, and establish a practical path forward. It is a constructive way to avoid escalation while ensuring progress is made.
Audits and Health Checks
“We have matured to the point we have lost track of our risk areas.”
As organisations grow and their data architecture expands, processes that once served well may become outdated or inconsistent. Payroll, being a critical function, cannot afford to operate on assumptions. Even small risk areas, if left unchecked, can escalate and have serious business impacts. When records of risks are incomplete or outdated, vulnerabilities are easily missed. Conducting an independent audit or health check helps surface these blind spots. External experts can draw on their experience with other organisations to highlight where gaps may exist and recommend improvements before issues become costly to resolve.
UI and UX
“Will AI be the future of payroll? Is consulting dead?”
AI is increasingly being integrated into payroll technology, particularly as a tool to simplify navigation and reduce reliance on traditional user interfaces. This shift means the strength of the system itself, especially the quality of its data inputs, will determine performance more than the skills of individual users. However, this does not diminish the importance of consulting. In fact, it makes expert guidance more critical. As payroll platforms become more complex, the way they are implemented and configured will define whether they deliver value. Consulting expertise ensures that technology aligns with business needs and that payroll operates efficiently within the wider technology landscape. TLG are predominantly a consultancy, so we hope consulting doesn’t go away.
International Payroll
“How are we supposed to have oversight of payroll when each country has their own payroll system?”
This is a common challenge for multinational organisations. Local payroll systems must meet in-country compliance requirements, but the result is often a fragmented landscape that makes consolidated oversight difficult. Achieving visibility requires integration at a global level. This may involve implementing a global payroll hub, using middleware to standardise reporting, or introducing a centralised dashboard that aggregates data from multiple local systems. Oversight is less about enforcing uniformity across all regions and more about creating a framework that allows leadership to see accurate, timely information across the group while still respecting local practices and legislation.
Compliance
“Regulations keep changing. How can we keep up?”
The pace of regulatory change is one of the most persistent challenges for payroll teams. Taxation, employment law, and reporting obligations evolve frequently, often with limited notice. Staying compliant requires more than reacting to changes as they arise. It means embedding compliance awareness into day-to-day processes and ensuring systems are kept current. Practical steps include using payroll software that is updated in line with legislation, conducting regular internal audits to identify gaps, and dedicating resources to monitoring upcoming regulatory shifts. Many organisations also benefit from engaging external specialists who can interpret complex requirements and advise on the best way to adapt. The key is to treat compliance as a continuous process rather than a task to be checked off once a year.
Ensure your payroll is accurate, compliant, and optimised
These showcase some of the major topics of conversation we had during the events. At TLG, we work daily to resolve these issues in organisations from international enterprise to SMEs. Some of these questions and concerns are universal in that, regardless of size, payroll plays a critical role in any organisation. Changes that effect payroll effect the whole business.
Payroll never stands still. Vendors shift, regulations evolve, and technology keeps advancing. The organisations that remain resilient are those that regularly pause to assess risks, strengthen oversight, and invest in solutions before problems escalate. Challenges such as unresponsive vendors, compliance pressures, or the complexity of international operations are easier to manage with the right external support. Independent expertise can stabilise your payroll, safeguard compliance, and restore confidence. Now is the time to take control of the path forward. If any of these issues resonate, we would welcome a conversation about how we can help.