Linq HR - HR, Employee Relations and HR Tech Insights , HR Technology & PayrollLinq HR - HR, Employee Relations and HR Tech Insights , HR Technology & Payrollhttps://www.linqhr.com/blogs/hr-technologySun, 08 Nov 2026 23:22:18 +1100http://zoho.com/sites/<![CDATA[The Payroll Problem Nobody Has Solved Yet]]>https://www.linqhr.com/blogs/post/unified_payrollWhy a single global payroll system remains out of reach, Australia's payroll complexity ranking, and why payroll harmonisation is the practical path.]]>

In brief: A unified global payroll remains unsolved because countries differ widely in tax reporting, statutory contributions, labour law and data privacy rules. Australia is a particularly complex payroll market, with STP Phase 2 reporting, superannuation, PAYG withholding, Fair Work obligations, award and enterprise agreement interactions, state-based payroll tax and strict final-pay timing. The practical alternative is payroll harmonisation: connecting local payroll systems under a shared analytics layer to give one view rather than one payroll.

Ask any payroll professional whether a single unified global payroll system is truly achievable and you'll likely get a sigh. 

The idea is enormously appealing. One platform, one process, one source of truth for every employee, everywhere. But is it realistic, or just aspirational?

To appreciate the challenge, consider how vastly countries can differ. Even within the same region, Singapore sits at the simpler end of the spectrum where employers have no legal obligation to withhold income tax from employee salaries, social security is administered through a single centralised fund (the CPF), and annual tax reporting is straightforward (Lano, n.d.). 

Australia, by contrast, now ranks as the third most complex payroll market in the world after a 21% year-on-year increase in its complexity score (Frontier Software, 2026). 

Australian payroll teams must navigate Single Touch Payroll (STP) Phase 2 reporting to the ATO, superannuation guarantee contributions, PAYG withholding, Fair Work Act compliance, award interpretation obligations that intersect with enterprise agreements, and state based payroll tax thresholds that vary across every jurisdiction, strict payment timings when employees leave. That's a formidable local puzzle and it multiplies rapidly when you go to multiple company payrolls for the same company.

Every country adds its own tax authority reporting formats, statutory contribution schemes, labour law quirks, and data privacy regimes. GDPR in Europe, for instance, imposes strict rules on where employee data can be stored, making a truly centralised global database potentially legally treacherous. Currency, language, and cultural payroll norms such as 13th month payments, add further friction. Then add flexible work arrangement where employees spend considerable time periods working from overseas locations which cross taxation boundaries.

And yet the business case for unification remains compelling. As Eshtairy (2026) notes, fragmented multi vendor payroll models create limited visibility, inconsistent employee experiences, and compliance risk that grows with every new country. A unified platform promises real time reporting, standardised processes, and meaningful cost efficiency.

The honest reality? True unification with one codebase and one ruleset, is almost certainly beyond reach in the near future. What is emerging though is payroll harmonisation: aggregated platforms connecting local payrolls under a single analytics layer. Not one payroll, but one view. For most multinationals, that may be more than enough. At least for now.

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

Further reading:EOFY HR & Payroll Essentials for Australian Businesses.


References

Eshtairy, M. (2026) 'Global payroll without complexity: the case for a unified solution across 160 countries', HRMorning, 28 April. Available at: https://www.hrmorning.com/articles/global-payroll-unified-solution.

Frontier Software (2026) Payroll complexity: turning complexity into strategic advantage, Frontier Software. Available at: https://au.frontiersoftware.com/whitepapers/payroll-complexity-turning-complexity-strategic-advantage.

Lano (n.d.) 'Running payroll in Singapore', Lano. Available at: https://www.lano.io/global-payroll-guide/singapore.
]]>Wed, 29 Apr 2026 15:09:08 +1000<![CDATA[HR and IT: The Emerging Unified Function]]>https://www.linqhr.com/blogs/post/hr-and-it-the-emerging-unified-functionHR and IT are converging as employee experience is delivered through digital systems. The case for closer alignment and the risks of a full merger.]]>

In brief: HR and IT are converging into a more unified function because employee experience now runs largely through digital systems, from recruitment platforms to performance dashboards, so decisions about systems are also decisions about people. A survey found 93% of IT leaders believe combining the two functions would improve productivity, engagement and satisfaction. A full merger carries risk, however, as IT prioritises efficiency and process while HR relies on judgement, creativity and culture.

Organisations are increasingly recognising that people and technology can no longer be managed in isolation. 


A recent analysis highlights growing momentum toward closer alignment between HR and IT, with many leaders predicting structural integration in the near future. One survey found that 93 per cent of IT leaders believe combining the functions would improve productivity, engagement and employee satisfaction (Smith, 2026). 


The rationale is straightforward. Today’s employee experience is largely delivered through digital systems, from recruitment platforms and onboarding tools to performance management dashboards and collaboration software. As technology now underpins nearly every stage of the employee lifecycle, decisions about systems are inseparable from decisions about people. Experts argue that treating technology as a standalone function is increasingly “dysfunctional” because it permeates all business activities, including HR (Smith, 2026).


However, full merger carries risks. 


IT traditionally prioritises efficiency and process optimisation, while HR focuses on human judgement, creativity and organisational culture. If integration is poorly managed, organisations may inadvertently adopt a purely technical view of labour, potentially weakening the human dimension that drives engagement and innovation (Smith, 2026). 


Despite these concerns, the broader direction is clear. HR leaders are evolving into “people and technology” strategists, responsible not only for workforce outcomes but also for the systems through which work is experienced (Campbell, 2025). 


This convergence reflects the direction of Linq HR’s own development of practical HR technology solutions designed to help organisations better manage their people. By embedding deep HR expertise into technology design, the goal is not automation for its own sake, but smarter tools that enhance decision making, compliance and employee experience. Bringing HR knowledge into technology ensures systems reflect real workplace complexities rather than abstract technical assumptions.


As organisations navigate AI, analytics and digital transformation, those that successfully integrate human insight with technological capability will gain a decisive advantage. For companies seeking future ready workforce solutions, this space will evolve rapidly. Watch this space for further announcements as HR led technology innovation continues to mature.


At Linq HR, we help organisations cut through workplace complexity, transforming busyness into focused performance through tailored HR, Employee Relations , and HR Tech solutions. Ph 1300 234 566.


Further reading:What next for your HR Tech? and Find the HR Tech Landscape Confusing? There are Reasons Why.


References

Campbell, J. (2025) HR and IT are converging: Why people leaders need tech chops to stay relevant. Human Capital Magazine. Available at: https://www.hcamag.com/au/specialisation/hr-technology/hr-and-it-are-converging-why-people-leaders-need-tech-chops-to-stay-relevant/560698

Smith, J.R. (2026) Should the HR and tech functions become one? Human Capital Magazine. Available at: https://www.hcamag.com/ca/specialization/transformation/should-the-hr-and-tech-functions-become-one/566451

]]>Sat, 28 Feb 2026 07:06:42 +1100<![CDATA[EOFY HR & Payroll Essentials for Australian Businesses]]>https://www.linqhr.com/blogs/post/eofy-hr-payroll-essentials-for-australian-businessesAn EOFY checklist for Australian employers: payroll reconciliation, STP finalisation, super guarantee at 12%, award updates, employee records and HR policies.]]>

In brief: End of financial year HR and payroll essentials for Australian businesses include reconciling wages, allowances, deductions, tax withholdings and super for the full year, paying super contributions by 28 June, lodging the STP finalisation declaration by 14 July and applying Fair Work Commission minimum wage increases from 1 July. The superannuation guarantee rate rises to 12% from 1 July 2025, the final scheduled increase. Employee records, policies and performance reviews should also be finalised by 30 June.

As 30 June approaches, its the perfect time for Australian companies to ensure their Human Resources and payroll processes are compliant, accurate, and up to date. 

Accurate HR processes and payroll data are the minimum standard required to build and maintain trust with your workforce.

Here is an End of Financial Year summary of key actions you need on your checklist, from payment deadlines through to performance reviews.

1. Payroll Reconciliation & Finalisation

  • Reconcile payroll transactions: Cross check wages, allowances, bonuses, deductions, tax withholdings and superannuation contributions for the full year. Identify and rectify discrepancies now, not later (Billzy, 2024; Pay Cat, 2025).
  • Finalise Single Touch Payroll (STP) : Lodge the STP finalisation declaration with the ATO by 14 July (or the relevant deadline for your lodgement category) (Pay Cat, 2025).
  • Generate payment summaries (if required) : For employees not reported via STP (such as terminated staff), issue appropriate payment summaries by 14 July (Pay Cat, 2025).

2. Superannuation Obligations

  • Super guarantee compliance: Ensure all super contributions for the financial year are paid and reported. Payments must be made by 28 June to count for the year (Billzy, 2024).
  • Update superannuation rates: The super guarantee (SG) rate will increase to 12% on 1 July 2025. The 12% rate will need to be applied for all salary and wages paid to eligible workers on and after 1 July. This is even if some or all of the pay period it relates to is before 1 July. This is the final scheduled increase. (ATO, 2025)

3. Awards, Minimum Wage & Classification Updates

  • Apply award rate updates: Review Fair Work Commission determinations for your industry , incorporate any award and classification changes or minimum wage increases effective from 1 July (Employment Hero, 2025; HRM Online, 2024).
  • Update HR systems: Ensure salary histories, award conditions, pay rates and processes are current before the new financial year (Employment Hero, 2025; Pay Cat, 2025).

4. Employee Data & Records Management

  • Verify employee records: Confirm all staff details—names, addresses, Tax File Numbers, super fund ABNs/USIs, visa status are accurate in HR/payroll systems (Pay Cat, 2025; Liquid HR, 2024).
  • Assess leave and other entitlements: Reconcile annual leave, long service leave, bonuses, FBTed benefits, salary sacrifice and other accruals (Employment Hero, 2025).
  • Close employee records: Finalise details for staff who departed during the year, ensuring proper treatment under STP & TFN legislation (Employment Hero, 2025).

5. HR Policy, Compliance & Documentation

  • Review HR policies: Audit and update workplace policies and procedures (e.g. workplace safety, expense policies, leave, discipline, termination) to reflect legislative changes (HRM Online, 2024; Liquid HR, 2024).
  • Renew agreements and contracts: Issue revised policies, agreements or contracts for the new year, and have them acknowledged or signed off digitally, if possible. (Employment Hero, 2025).
  • Enterprise Agreements : Start planning for Enterprise Agreement bargaining including notifying employees if an Enterprise Bargaining agreement is coming due for renewal.
  • Performance reviews & planning: Finalise annual performance assessments, set development goals and calibrate for FY26 (Liquid HR, 2024; Employment Hero, 2025).

6. Reporting & Strategic Planning

  • ATO reporting: Lodge PAYG withholding and taxable payments annual reports where applicable, plus complete STP finalisation (Pay Cat, 2025; Billzy, 2024).
  • WGEA snapshot: Prepare employee data for the Workplace Gender Equality Agency (WGEA) report, including workforce composition, classifications, remuneration and leave (Employment Hero, 2025).
  • Workforce planning: Analyse hiring trends, staffing needs and organisational structure for the upcoming year (Employment Hero, 2025; Liquid HR, 2024).

Your End-of-Year Action Plan


FocusActionDeadline
Payroll reconciliationCross check all payroll elements30 June
STP finalisationLodge year end STP declaration14 July
Payment summariesIssue where STP not applicable14 July
Super guaranteePay and report super28 June
Award/minimum wageApply updates effective 1 JulyBefore 1 July
Employee recordsVerify TFNs, visas, leave balances30 June
HR policies & docsReview and distribute updatesBefore 1 July
Performance reviews Complete and set goals30 June
WGEA & ATO reportingPrepare lodgements/reportsATO/WGEA due
Workforce planningPlan hires & budget for FY26Pre‑July


Why These Steps Matter


These tasks are more than deadlines as they support:
  • Compliance & risk management: Avoid penalties with accurate STP, super and tax lodgements.
  • Employee trust & transparency: Timely summaries, leave balances, and clear policies foster positive culture.
  • Strategic agility: Performance reviews, workforce planning and award updates position you ahead of FY26.
  • Organisational readiness: Clean data ensures smooth audits, loans, insurances and financial decision making.

Final Tips for a Smooth EOFY

  • Start early: Begin reconciliations and policy reviews across April–June (Employment Hero, 2025).
  • Use checklists/tools: Build your own tailored end of year checklist so no important deadlines or activities are missed.
  • Engage specialists: Collaborate with payroll or HR consultants, or tax agents, to verify compliance (Billzy, 2024).
 
EOFY is more than finalising finances, it’s about powering your HR operations into the next year. By reconciling payroll, updating classifications, refreshing policies, reporting accurately, and planning strategically, your business will enter FY26 ready and resilient.

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.




Aurion. 2025. EOFY Payroll 2025 Checklist. Available at: https://aurion.com/eofy-checklist 


Billzy. 2024. End of Financial Year Payroll Guide for Businesses in Australia 2024.  Available at: https://www.billize.ai/learn/end-of-financial-year-payroll-guide-australia-2024 

Employment Hero. 2025. HR Platform: End of Financial Year (EOFY) Tasks. Available at: https://help.employmenthero.com/hc/en-au/articles/12658026755599-HR-Platform-End-of-Financial-Year-EOFY-Tasks 

HRM Online. 2024. HR’s Guide to Preparing for the EOFY. Available at: https://www.hrmonline.com.au/section/featured/hrs-guide-to-preparing-for-the-eofy/ 

Liquid HR. 2024. HR Considerations for End of Financial Year. Available at: https://liquidhr.com.au/hr-considerations-for-end-of-financial-year/

Pay Cat. 2025. End of Financial Year Tips and Tricks for More Efficient Payroll. Available at: https://www.paycat.com.au/blog/end-of-financial-year-tips 

Payroller. 2023. EOFY Checklist: Key End of Financial Year Tasks for SMBs. Available at: https://payroller.com.au/end-of-financial-year/eofy-checklist/ 
]]>Thu, 19 Jun 2025 10:56:39 +1000<![CDATA[Is there a role for blockchain in managing your workforce?]]>https://www.linqhr.com/blogs/post/is-there-a-role-for-blockchain-in-managing-your-workforceCould blockchain help manage your workforce? Five possible uses in recruitment, payroll, compliance, data security and gig work, plus the hurdles to adoption.]]>

In brief: Blockchain could play a role in workforce management by providing secure, transparent and tamper-resistant records. Potential applications include verifying candidate credentials in recruitment, automated real-time payroll through smart contracts, immutable compliance and certification records, decentralised storage of sensitive employee data and transparent task agreements for gig workers. Adoption is still early, and challenges include high implementation costs, a steep learning curve, integration with existing systems and regulatory uncertainty.

Blockchain is gaining traction beyond cryptocurrency and has practical applications in workforce management. By providing secure, transparent, and tamper-proof records (IBM, 2024), blockchain can potentially revolutionise how organisations manage their workforce, from recruitment to payroll and beyond.

First, let’s take a look at the potential applications of blockchain in workforce management.

1. Streamlining Recruitment

Blockchain can simplify the hiring process by securely storing candidate credentials, such as academic qualifications, work history, and certifications. Employers can verify this data instantly, eliminating the need for time-consuming background checks and reducing fraudulent claims. For instance, IBM supplied the blockchain infrastructure for the Learning Credential Network, a consortium designed to give employers verifiable records of candidates’ qualifications and skills (Young, 2019; Golden, 2019).

2. Enhancing Payroll Efficiency

Blockchain enables automated, secure, and real-time salary payments, particularly for global workforces. Smart contracts can be programmed to release funds upon task completion or milestone achievements, reducing administrative overhead and improving payment accuracy. Companies like Bitwage use cryptocurrency and stablecoin rails to provide international payroll in nearly 200 countries (Bitwage, 2026).

3. Ensuring Workforce Compliance

Blockchain can help track and manage employee compliance with industry regulations and certifications. Immutable records ensure accountability and transparency in audits and inspections. This application is particularly valuable in highly regulated sectors such as logistics, manufacturing, and healthcare. 

4. Strengthening Workforce Data Security

Sensitive employee data, such as personal details and medical records, can be securely stored on a blockchain. Its decentralised nature can reduce the risk of data breaches and support compliance with privacy laws such as Australia’s Privacy Act 1988 and the Australian Privacy Principles, provided records can still be corrected and destroyed when required (OAIC, 2023).

5. Facilitating Gig Economy Management

Blockchain can offer greater transparency and trust for freelance and contract workers by recording task agreements and payments. Platforms leveraging blockchain provide a reliable mechanism for managing gig economy transactions without intermediaries. 

Challenges and considerations

There are, however, a number of challenges and considerations. While blockchain offers numerous benefits, it has high implementation costs, a steep learning curve, and the need for standardisation in protocols that could hinder its widespread use. Organisations must also consider integrating blockchain with existing systems and addressing regulatory uncertainties.

Blockchain holds significant potential to improve workforce management by fostering transparency, security, and efficiency. Although its adoption is still in its early stages, its applications in recruitment, payroll, compliance, and gig economy management are promising. Organisations willing to invest in blockchain technology now may gain a competitive advantage in managing their workforce. 

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

Further reading:Find the HR tech landscape confusing? There are reasons why and HR and IT: the emerging unified function.


References

Bitwage (2026) Simplify global payroll & workforce payments. Available at: https://www.bitwage.com (Accessed: 6 November 2026).
Golden, R. (2019) ‘IBM-backed project seeks to set standard for blockchain work credentials’, HR Dive, 19 November. Available at: https://www.hrdive.com/news/ibm-backed-project-seeks-to-set-standard-for-blockchain-work-credentials/567547/ (Accessed: 6 November 2026).
IBM (2024) What is blockchain? Available at: https://www.ibm.com/think/topics/blockchain (Accessed: 6 November 2026).
Office of the Australian Information Commissioner (2023) Australian Privacy Principles. Available at: https://www.oaic.gov.au/privacy/australian-privacy-principles (Accessed: 6 November 2026).
Young, J.R. (2019) ‘New blockchain effort will let employers search for candidates with proven skills’, EdSurge, 14 November. Available at: https://edsurge.com/news/2019-11-14-new-blockchain-effort-will-let-employers-search-for-candidates-with-proven-skills (Accessed: 6 November 2026).
]]>Mon, 06 Jan 2025 10:00:48 +1100<![CDATA[Gamification at Work: Engagement Boost or Distraction?]]>https://www.linqhr.com/blogs/post/does-gamification-enhance-engagement-or-is-it-just-a-distractionDoes workplace gamification lift engagement and learning, or distract from real outcomes? Evidence, risks and popular tools reviewed for Australian employers.]]>

In brief: Gamification applies game-design elements such as points, leaderboards and rewards to non-game settings like work, aiming to tap into intrinsic motivation. It can turn routine tasks into challenges that raise productivity and improve engagement with learning material, but employees may focus on earning points rather than work quality, and game mechanics can overshadow the actual objectives. Applied judiciously and aligned with organisational and personal goals, it can significantly enhance engagement.

Gamification, or the application of game-design elements in non-game contexts, has rapidly gained traction as a tool to boost engagement in various sectors, including the workplace. 


Gamification aims at tapping into the intrinsic motivations of individuals, making tasks more enjoyable and encouraging participation. However, can it be viewed as a superficial distraction that diverts attention from the core objectives. So, does gamification truly enhance engagement, or is it just a fleeting diversion?


How Gamification Enhances Engagement

Gamification is particularly effective in environments where routine tasks can lead to disengagement. By introducing elements such as point systems, leaderboards, and rewards, gamification transforms mundane activities into challenges that employees are more motivated to complete. This can lead to increased productivity, as employees are more likely to invest effort in tasks that are perceived as enjoyable and rewarding. Additionally, gamification fosters a sense of competition and achievement, which can lead to higher levels of engagement and team collaboration (Muntean, 2011).

When thoughtfully integrated into a learning and development strategy, gamification can enhance knowledge retention. Interactive learning experiences that mimic game like scenarios can lead to deeper understanding and longer-lasting engagement with the material (Kapp, 2012).


When Gamification Becomes a Distraction

Despite its benefits, gamification can also become a distraction if not carefully implemented. There is a risk that employees may focus more on earning points or rewards rather than on the quality of their work. In some cases, the game mechanics can overshadow the actual objectives, leading to a situation where the process becomes more important than the outcome (Bogost, 2011). This can dilute the effectiveness of the strategy, potentially resulting in a disengaged workforce.


Popular Gamification Apps

  1. Habitica - Turns daily tasks into a role-playing game where users earn rewards and level up by completing tasks.
  2. Kahoot! - A game-based learning platform often used for quizzes and interactive learning sessions.
  3. Quizlet - Allows users to create study sets and use gamified learning tools to enhance knowledge retention.
  4. Bunchball Nitro -  A comprehensive platform that integrates gamification into workplace tasks to drive engagement.
  5. Microsoft Viva Insights - Part of Microsoft’s employee experience platform, it uses gamification elements to enhance productivity and well-being.


So gamification has the potential to significantly enhance engagement when aligned with organisational and personal goals. However, it should be applied judiciously to avoid becoming a distraction that undermines productivity. The key lies in striking the right balance between fun and focus, ensuring that gamification serves as a tool to enhance, rather than divert attention.


Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300 234 566.


Further reading:The Value of Cultivating a Positive Employee Experience and Identifying Workplace Training Needs.


References

Bogost, I., 2011. How to Do Things with Videogames. Minneapolis: University of Minnesota Press.

Kapp, K.M., 2012. The Gamification of Learning and Instruction: Game-based Methods and Strategies for Training and Education. San Francisco: Pfeiffer.

Muntean, C.I., 2011. Raising engagement in e-learning through gamification. In: Proceedings of the 6th International Conference on Virtual Learning (ICVL 2011). Bucharest: University of Bucharest, pp.323–329.

]]>Wed, 21 Aug 2024 10:51:38 +1000<![CDATA[What next for your HR Tech?]]>https://www.linqhr.com/blogs/post/what-next-for-your-hr-techWhy most organisations run several HR systems, how business cycles and AI change priorities, and what a single, integrated HR tech stack should do.]]>

In brief: The ideal HR technology stack is a single system covering every HR function, from recruitment to workforce planning, for all types of workers including remote staff. Most organisations instead run several HR systems with separate logins, which causes confusion, manual data transfers and added subscription costs. Future HR tech will likely need to work as one integrated system with a single login, draw on intelligent analytics and AI, and operate across all key HR functions.

The ideal HR tech stack

The ultimate HR Tech stack would probably be a single system (or function like a single system), cater for all HR functions from Talent Acquisition through to Workforce Planning and Efficiencies, provide for all workforce types including the needs of remote workers, and maybe even extend to workplace layout and flexible office scheduling. It would be easily populated, intuitive to navigate and easy to find information at the touch of a button, show an organisational structure which is reflective of the actual organisation and generate amazing reports. People want to use the HR system on a daily basis. 


The reality today

The reality is that most organisations have multiple HR systems requiring multiple logins, and the HR tech stack can be very confusing (see our earlier post, Find the HR tech landscape confusing? There are reasons why). There are manual data transfers, or close monitoring of the data transferred between systems electronically, to prevent inaccuracies. The stack is typically strong in some functions, such as payroll, talent acquisition or employee experience, but light across all other functions. It requires additional systems to be added if you wish to extend into something like employee listening or online learning. It is hard to judge whether the systems altogether are truly adding value. And there are multiple subscriptions to manage.


Business cycles change priorities

Then add into the mix business cycles. If we enter a period of economic headwinds then the emphasis of the HR System may change, for example, from Succession Planning to Workforce Efficiency if budgets and headcounts get tighter. 


Then there is AI

Now add new technological innovations such as AI. As AI evolves, one thing is almost certain: it will be able to analyse and present information from large and complex data pools – nearly all of which every organisation has across its multiple HR systems. Using it to improve workforce planning and increase workforce efficiencies is where AI will add value.

Update (November 2026): The AI paragraph above has aged quickly. Gartner reports that the share of organisations piloting or implementing generative AI ‘surged from 19% to 61% in just two years’ and predicts that ‘50% of current HR tasks will be automated or managed by AI agents by 2030’ (Gartner, 2025). Sapient Insights Group’s 28th Annual HR Systems Survey, drawing on 9,886 HR professionals across 4,670 organisations, found ‘31% of organizations are now using some form of AI-enabled technology’ (Sapient Insights Group, 2025). In Australia, 70% of CEOs expect AI to have a greater impact on roles, skills and how work is organised than on workforce size, yet only 37% rank AI-enabled tools among the leading contributors to productivity gains (EY, 2026) – which is to say the integration and single-system questions in this post are still the ones to ask before buying.


Where your HR tech is heading

So the future direction of your HR tech is likely, at a minimum, to be influenced by the need for a system which acts as one (preferably with a single login for each user), can operate deeply within and across all the HR functions important for business such as Talent Acquisition and Mental Wellbeing, acts and draws on intelligent analytics and outputs to maximise the management of the workforce.


Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

Further reading:Unified payroll and HR and IT: the emerging unified function.


References

EY (2026) Geopolitical concerns ease for Australian CEOs as AI value and skills gaps come into focus. Media release, 8 October. Sydney: Ernst & Young Australia. Available at: https://www.ey.com/en_au/newsroom/2026/09/geopolitical-concerns-ease-for-australian-ceos-as-ai-value-and-skills-gaps-come-into-focus (Accessed: 6 November 2026).

Gartner (2025) Gartner announces top trends shaping HR priorities in Australia in 2026. Press release, 17 November. Sydney: Gartner. Available at: https://www.gartner.com/en/newsroom/press-releases/2025-11-17-gartner-announces-top-trends-shaping-hr-priorities-in-australia-in-2026 (Accessed: 6 November 2026).

Sapient Insights Group (2025) 28th Annual HR Systems Survey, 2025–2026. Atlanta, GA: Sapient Insights Group. Summarised in ‘Sapient Insights 2025 HR survey: 31% of orgs use AI’, TechIntelPro/PRWeb, 14 November. Available at: https://techintelpro.com/news/hr/ai/sapient-insights-2025-hr-survey-31-of-orgs-use-ai (Accessed: 6 November 2026).


]]>Fri, 10 Mar 2023 15:25:46 +1100<![CDATA[Find the HR Tech Landscape Confusing? There are Reasons Why.]]>https://www.linqhr.com/blogs/post/HR-TechThousands of vendors, overlapping SaaS platforms and survey fatigue make HR technology confusing. How Australian employers can plan HR tech with purpose.]]>

In brief: The HR technology landscape is confusing because the market is expanding quickly, with around 2,400 companies now innovating in HR technologies, according to Dave Ulrich. Cloud platforms make adoption easy, but when several run independently, even with APIs, the result can confuse employees, and repeated surveys without visible follow-up erode the gains. Organisations should plan and choose their future HR technologies and their intended use carefully; larger HCM systems may eventually consolidate multiple platforms.

Organisations must continually find innovative and effective ways to transact and analyse employee data, understand workforce trends, and provide business leaders with proper guidance to keep driving their organisations forward.

A fast-growing HR technology market

Investments in the development of Human Resources (HR) Tech have been reaching an all-time high. In 2019, Dave Ulrich cited an estimate that around 2,400 companies were innovating in HR technologies (Ulrich, cited in Green, 2019). The prize seems rewarding for vendors that can find the right HR technologies that companies like and can rely on.

What HR technology now covers

Applications in HR Tech range from the most basic levels of digitising everyday workflows such as electronic timekeeping, payroll & benefits, recruitment, talent management, and training through to the more complex and thoughtful approaches around employee engagement & experience, development, collaboration, safety and smart AI responses.

With all this innovation occurring organisations have a widening range of HR technology applications to choose from. This is good news and all of these new HR technologies have innovation at their core, with some more effective and useful than others. They are moving from data processing to a new focus on employee experience (Bersin, 2022).

Why SaaS makes adoption easy – and messy

With the proliferation of SaaS based platforms it can be as easy as signing up your organisation, sometimes with just some basic level system configuration needed, allowing employees access, then viewing and downloading results - often in real time. Basic user training and guidance can be received online within the application. 

The cost of too many disconnected platforms

Unfortunately when multiple new platforms are installed across an organisation they often operate independent of each other. Even with application programming interfaces (API’s) the HR Tech landscape within an organisation can quickly become complex, leading to confusion within the workforce. Quickly the gains from the technology can be undone, and amplified if employees don’t perceive a more positive experience or receive feedback on the inputs they share for example after completing multiple employee engagement or pulse surveys.

Plan your HR technology with intent

So plan and choose your future HR Technologies and their intended use carefully to capitalise on the wonderful benefits many of them can deliver for your organisation. We may see the larger Human Capital Management (HCM) systems, such as Dayforce (formerly Ceridian), lead in the consolidation of multiple platform solutions but this will take time.

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

Further reading:HR and IT: the emerging unified function and Top 5 items to consider before moving to a cloud-based payroll.


References

Green, D. (2019) ‘The role of the HR business partner in a digital age (interview with Dave Ulrich)’, Digital HR Leaders Podcast, episode 11, 27 August. Available at: https://www.insight222.com/podcasts/2019-8-27-role-of-the-hr-business-partner-in-a-digital-age (Accessed: 6 November 2026).

Bersin, J. (2022) ‘The HR tech market is going crazy: what to look for in 2023’, The Josh Bersin Company Podcast, 30 August. Available at: https://joshbersin.com/podcast/the-hr-tech-market-is-going-crazy-what-to-look-for-in-2023/ (Accessed: 6 November 2026).


]]>Thu, 08 Sep 2022 14:23:41 +1000<![CDATA[Looking over the People and Culture Horizon]]>https://www.linqhr.com/blogs/post/looking-over-the-people-and-culture-horizonSeven trends for People and Culture leaders: ESG, flexible work, modern HR systems, earned-wage access, online training, mental wellbeing and inflation.]]>

In brief: The People and Culture horizon includes ESG practices, flexible work, modern HR systems, early access to earned wages, online training, mental wellbeing and a period of higher inflation. With unemployment at a 48-year low in 2022, employee needs were amplified, and the right balance between office and remote work is still being worked out. An EAP service alone is not enough for wellbeing, and upward wage pressure and more active unions are anticipated.

Constant change

Each day we hear and feel change. Each day we adjust to change. Some days more than others.

Together Leaders and the People and Culture function are constantly working to maximise the effectiveness of their business and people. 

So what for our people are some of the current and emerging influential trends across our workplaces? 

In no fixed order here are some topics to consider planning around;

Commitment to ESG Practices

This is Environment, Social and (Corporate Governance) practices. There are many ESG factors including Climate Change, Energy Efficiency, Diversity and Inclusion, Community Engagement, Stakeholder Engagement and Ethical Behaviour. People are increasingly looking for businesses which are more widely responsible than just driving profits and market share. BDO Australia has summarised what ESG is (Boshoff, 2025): https://www.bdo.com.au/en-au/accounting-news/accounting-news-may-2021/what-is-esg

Flexible Work Practices

It was discovered as a result of the COVID pandemic that many roles can successfully be fulfilled without the need to attend the office everyday. Employers rather than employees are naturally more likely to want a higher level of office or worksite attendance and the push and pull between what works best is yet to fully play out. With unemployment at a 48-year low when this was written, the needs of employees had never been louder.  Those that find the right balance will likely have the widest choice when hiring and retaining their people whilst still maintaining customer satisfaction. 
Update (November 2026): The labour market has loosened since this was written. Unemployment was 3.9% in April 2022, the lowest since 1974 (Australian Bureau of Statistics, 2022); by September 2026 it had risen to 4.7% (Australian Bureau of Statistics, 2026a). Flexible work has nonetheless stuck: 36% of employed Australians usually worked from home in August 2025 (Australian Bureau of Statistics, 2025), and only 22% of Australian CEOs now expect corporate staff back on site full-time (Tilo, 2025).

Modern HR Systems

Many organisations have failed to invest adequately in the upgrade of their core HR systems. Often the People and Culture function have been the recipient of the Finance Departments choice of system with the HR module integration rather than being able to choose something more purposeful for its employees. As employees and leaders move and experience modern HR systems and Apps it quickly becomes an attraction if they are ever to consider moving again.

Early Access to Wages

Within modern HR systems, the ability to calculate and make available to employees their daily wages is growing. This means employees have the ability to spend their wages as they are earnt rather than wait for their weekly, fortnightly or monthly pay. For any employee who has ever needed to find money to feed their family, to meet an emergency expense between pay days, or are more active around their personal investments, this feature will likely become a differentiator for where they choose to work.

Online Training

Together with remote working is the growing need to move general and leadership training online. This is more than mandatory compliance training. Not all training can be effective online but is something which requires some deeper review. There are many new online training platforms available providing the technology platform.

Mental Wellbeing

There has been tremendous progress in the awareness mental wellbeing. This is something which was possibly traditionally ignored or thought to have been solved through the provision of an EAP service. Organisations who can be more in touch with their employees in real time, provide them a safe environment to express themselves and work, will likely build a stronger engaged workforce.

Inflation

There seems no doubt we are entering into a period of higher inflation. With almost 5 generations of employees now across some workplaces it will affect everybody in different ways. It will likely motivate companies to start looking for internal savings and employees to start looking for personal savings on the home front. It may also start the upward wages pressure on companies and more active unions. Either ways, everybody will likely feel some effect from inflation which will need managing.
Update (November 2026): Inflation did arrive, peaking at 7.9% in the year to December 2022 on the ABS monthly indicator, and had eased to 4.3% in the year to September 2026 (Australian Bureau of Statistics, 2026b). The wage-pressure and cost-saving dynamics described above have played out largely as anticipated.

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.

Further reading:Psychological hazards at work: a critical responsibility for supervisors and Evolution of human resources in the 21st century.


References

Australian Bureau of Statistics (2022) Unemployment rate at 3.9%. Media release, 19 May. Available at: https://www.abs.gov.au/media-centre/media-releases/unemployment-rate-39 (Accessed: 6 November 2026).

Australian Bureau of Statistics (2025) Working arrangements, Australia, August 2025. 12 December. Available at: https://www.abs.gov.au/statistics/labour/earnings-and-working-conditions/working-arrangements/aug-2025 (Accessed: 6 November 2026).

Australian Bureau of Statistics (2026a) Labour Force, Australia, September 2026. 15 October. Available at: https://www.abs.gov.au/statistics/labour/employment-and-unemployment/labour-force-australia/sep-2026 (Accessed: 6 November 2026).

Australian Bureau of Statistics (2026b) Consumer Price Index, Australia, September 2026. 28 October. Available at: https://www.abs.gov.au/statistics/economy/price-indexes-and-inflation/consumer-price-index-australia/latest-release (Accessed: 6 November 2026).

Boshoff, A. (2025) What is ESG and why is it important for your business? 18 February. Sydney: BDO Australia. Available at: https://www.bdo.com.au/en-au/accounting-news/accounting-news-may-2021/what-is-esg (Accessed: 6 November 2026).

Tilo, D. (2025) ‘Australian CEOs reverse expectations on working from home’, HC Magazine, 8 October. Available at: https://www.hcamag.com/au/news/general/australian-ceos-reverse-expectations-on-working-from-home/552269 (Accessed: 6 November 2026).


]]>Thu, 26 May 2022 16:55:05 +1000<![CDATA[Top 5 Things to Consider Before Moving to Cloud Payroll]]>https://www.linqhr.com/blogs/post/The-Top-5-items-to-Consider-before-Moving-to-a-Cloud-based-PayrollFive things to check before moving to a cloud-based payroll system: data security and privacy, business size, integration, multi-currency support and backups.]]>

In brief: Before moving to a cloud-based payroll, the five items to consider are personal data security, business size, integration, multi-currency support, and data import, backup and restoration. Check compliance with privacy laws such as Australia's Privacy Act and GDPR, confirm data is encrypted at rest and in transit, look for an API so HR and payroll systems share data automatically, and choose pricing suited to the organisation's size. Every employee's data should be checked in the new system before going live.

The need for digital transformation inside organisations is more important than ever and Human Resources Departments and Managers are facing new challenges to scale up their support function efficiencies. 


Managing Payroll is a crucial part of Human Resources or Finance, and traditional methods of managing it are no longer enough. Organisations are seeking automated processes, less human errors, and more employee focused solutions that work across their entire organisation.


Many cloud-based Payroll solutions (Payroll SaaS) are available today, proposing a range of services to small and large organisations. Migrating from your local Payroll system to a SaaS solution needs careful preparation for it to be smooth and reduce impact on your business activities. 


To help you choose the best solution fitting your business needs, we have listed the 5 Top items to consider before moving to a cloud-based Payroll solution. 


1. Personal data security

The first thing to consider is data security. Payroll contains highly sensitive information for business as well as employee's personal data. With the implementation of GDPR1 across Europe, organisations, even if not based in Europe, will most likely have to make sure that their solutions are GDPR compliant. For example: in Australia, the Privacy Act34, which matches closely GDPR will guide you through the requirements that your Payroll solution must meet.


Data encryption5 is also an important feature to be considered in cloud-based Payroll systems.  By nowadays standard, all online services propose encrypted data transfer through SSL/TLS  certificates. However, having a solution that encrypts sensitive data at rest (data that are stored) is a great advantage and might as well be mandatory depending on your local legislation.


2. Business size

As there are many cloud-based Payroll solutions available in the market, identifying the one which matches your business's size is key for a cost-optimised solution. For example, small businesses under 50 employees might find a solution that charges on a per employee basis to be more cost effective.


3. Integration

Having a cloud based payroll system that integrates to your actual HR systems is important to consider. For that to be possible, make sure the Payroll SaaS proposes API6 (Application Programming Interface) . The API will allow your team to interconnect your HR Software to the Payroll SaaS, allowing automated transactions and data flow updates. This section should be discussed with your IT teams or a systems expert so  they can analyse the feasibility of integration and estimate all associated costs.


4. Multi-currency support

For regional or global organisations, having a cloud-based Payroll system supporting multi-currency7 is crucial. It will help you with tax management, understanding labour costs, and international pay slips. 


5. Data import, backup and restoration

If you already have a local Payroll system, migrating to the cloud will require moving or reinputting data on the new system. Having a Payroll SaaS that allows import of existing data will be a time-saver and cost-effective solution, especially for  organisations with large numbers of employees. Dealing with a high volume of sensitive and critical data, having a cloud-based Payroll system with a backup and restoration system is highly recommended. Even though Payroll SaaS help automate and reduce errors, you might still encounter human errors while inputting or manipulating data.  Doing regular backups - which can be automated in some systems - will help you deal with the errors mentioned above and maintain confidence and credibility in the payroll system.


Conclusion

Combining the above items, you should now be a step closer to finding a cloud-based Payroll solution fitting your business needs while taking into account several technical aspects for your HR digital transformation. Remember to check each and every employees data within the new SaaS solution before going live.

Linq HR provides fractional employee relations support to Australian employers and operates Workforce Directory, Australia’s HR services marketplace. Ph 1300 234 566.





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