Why Diversity & Inclusion Matter in Payroll and HR Recruitment

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Diversity and inclusion (D&I) are no longer optional initiatives – they’re essential to building high-performing, resilient organisations. While most discussions around D&I focus on leadership or customer-facing roles, payroll and HR teams are equally, if not more, impacted by inclusive hiring.

These functions sit at the heart of every business. They manage sensitive personal data, compensation, and policies that directly shape employee experience. When payroll and HR teams are diverse, they reflect the varied perspectives, backgrounds, and needs of the wider workforce they serve. This not only leads to better decision-making and fairness but also reduces operational and compliance risks.

In this article, we’ll explore how diversity and inclusion in recruitment benefit payroll and HR teams – from enhancing problem-solving and compliance to improving engagement, innovation, and trust.

  1. Broader Perspectives Lead to Better Decision-Making

Payroll and HR teams make decisions that affect every employee – whether setting pay structures, handling benefits, or managing employee relations. Diverse teams bring different lived experiences and perspectives to those decisions, helping identify blind spots and challenge assumptions.

Why This Matters

In an increasingly global and multicultural workforce, one-size-fits-all approaches rarely work.

A payroll team that includes individuals from different backgrounds may, for example:

  • Recognise cultural nuances in leave policies or benefits design.
  • Spot unintended bias in pay or progression frameworks.
  • Offer insights into communication styles that work better across teams or regions.

 

This diversity of thought leads to more balanced and equitable HR and payroll practices, reducing the risk of alienating certain employee groups or unintentionally creating inequities.

The Role of Inclusive Recruitment

Inclusive recruitment ensures that diverse perspectives are represented from the start. This means:

  • Writing job descriptions that appeal to all demographics, avoiding coded or exclusionary language.
  • Using structured, skill-based interviews to reduce unconscious bias.
  • Ensuring shortlists represent a mix of genders, ethnicities, and backgrounds.

When organisations consciously build diverse payroll and HR teams, they unlock smarter, more empathetic decision-making – a cornerstone of effective people management in 2025 and beyond.

  1. Diversity Improves Compliance and Reduces Risk

Payroll and HR are two of the most compliance-sensitive areas in any organisation. They deal with complex legislation – from tax codes and reporting requirements to anti-discrimination and equal pay laws. Having a diverse team helps ensure these rules are applied fairly and consistently, reducing exposure to legal and reputational risk.

Why This Matters

Different backgrounds and experiences bring a richer understanding of fairness and compliance. A team made up of people who have seen workplace inequality firsthand is more likely to spot when something doesn’t feel equitable. This creates a built-in layer of accountability and ethical awareness.

In practice, diversity can help payroll and HR teams:

  • Interpret complex legislation through multiple perspectives, reducing misapplication of laws.
  • Avoid pay inequities by challenging outdated salary structures or biased assumptions.
  • Design fairer workplace policies, ensuring they support employees from every demographic.

As organisations face increasing scrutiny on Environmental, Social, and Governance (ESG) performance, inclusive teams also help meet corporate governance and reporting expectations. Diversity isn’t just a social good – it’s a compliance advantage.

The Role of Inclusive Recruitment

Recruiting with D&I in mind ensures that payroll and HR departments don’t become echo chambers. Bringing in professionals with different educational, cultural, and professional experiences improves the team’s ability to interpret evolving labor laws and adapt to global compliance standards.

  1. Enhancing Employee Engagement and Retention

Employees are more likely to trust and engage with HR when they see themselves represented in it. When payroll and HR teams reflect a company’s broader workforce, employees feel understood and valued – which directly impacts retention and satisfaction.

Why This Matters

HR and payroll touch nearly every aspect of an employee’s journey – from onboarding and pay to benefits and conflict resolution. A diverse and inclusive team can:

  • Communicate with empathy across different backgrounds and communication styles.
  • Design equitable pay and benefits programs that serve all demographics fairly.
  • Foster a sense of belonging, encouraging employees to bring their full selves to work.

Research consistently shows that employees who feel represented and treated fairly are more productive and less likely to leave. In a tight labor market, that translates into significant cost savings and stronger employer branding.

The Role of Inclusive Recruitment

Inclusive hiring practices lay the foundation for engagement from day one. When candidates see diversity in hiring panels, language, and values, they recognise a workplace that truly welcomes different perspectives. For HR and payroll teams in particular, that inclusivity sets the tone for the entire employee experience – creating teams that don’t just manage people, but truly understand them.

  1. How Inclusive Recruitment Strengthens Payroll and HR Teams

Recruitment is the foundation of diversity and inclusion. Without inclusive hiring practices, organisations risk building teams that lack representation and perspective. Payroll and HR teams – responsible for upholding fairness across the business – must themselves embody those values from the start.

Practical Steps for Inclusive Recruitment

Inclusive recruitment means rethinking every stage of the hiring process to remove bias and widen opportunity. Some effective strategies include:

  • Writing bias-free job descriptions: Use gender-neutral, accessible language that focuses on skills rather than personality traits or “culture fit.”
  • Diverse shortlists and interview panels: Ensure candidates meet people from different backgrounds and levels within the business, signaling genuine inclusion.
  • Structured, skills-based interviews: Standardise questions and scoring criteria to minimise unconscious bias and focus on competence.
  • Blind CV screening: Remove identifying information to let qualifications and achievements speak for themselves.
  • Promoting roles in diverse networks: Go beyond the usual platforms to reach underrepresented talent pools.

The Role of Specialist Recruiters

Partnering with recruitment specialists like JGA Recruitment can make this process more effective. As experts in payroll and HR recruitment, JGA helps organisations design fair hiring processes that identify and attract the best talent – while ensuring those processes are inclusive by design.

Inclusive hiring isn’t about meeting a quota – it’s about building teams that think broadly, act fairly, and represent the people they serve. In payroll and HR, that’s where true impact starts.

  1. Building a Culture That Sustains Diversity & Inclusion

Hiring diverse talent is only the beginning. Without a culture that actively supports inclusion, even the best recruitment strategy can fall short. Sustaining D&I requires consistent effort, open communication, and leadership accountability.

Creating Long-Term Inclusion

To keep D&I alive beyond recruitment, organisations should:

  • Embed inclusion into leadership and management training, ensuring it’s part of every decision.
  • Establish Employee Resource Groups (ERGs) that give underrepresented voices a platform to share experiences and drive change.
  • Review payroll and HR policies regularly to ensure benefits, leave, and compensation structures support equity across all groups.
  • Measure and report progress – track hiring, promotion, and pay equity metrics transparently.

The Impact on Payroll and HR

When payroll and HR teams champion inclusion, they model it for the rest of the organisation. They ensure everyone – from the factory floor to the boardroom – is treated fairly and with respect. This fosters trust, enhances reputation, and turns D&I from an initiative into an everyday reality.

JGA’s approach to recruitment goes beyond placement – it’s about helping organisations build inclusive systems and cultures that last.

  1. Conclusion: Diversity as a Competitive Advantage

Diversity and inclusion are no longer “nice-to-haves” in the workplace – they’re critical to long-term success.

For payroll and HR teams, inclusive hiring directly impacts accuracy, compliance, engagement, and overall organisational trust.

A diverse HR or payroll team doesn’t just reflect a company’s values; it strengthens them. Different viewpoints challenge groupthink, equitable systems reduce errors, and inclusive leadership attracts top talent. Together, these factors create workplaces where fairness and performance go hand in hand.

Organisations that embrace D&I in recruitment are better positioned to navigate an evolving world of work – one where flexibility, empathy, and equity are becoming key business differentiators.

At JGA Recruitment, we believe inclusion should be built into every stage of hiring. By helping employers attract, assess, and retain diverse payroll and HR talent, we empower them to create teams that truly represent the people they serve.

Frequently Asked Questions

  1. Why is diversity and inclusion important in payroll and HR recruitment?

Diversity and inclusion ensure payroll and HR teams reflect the diverse workforces they support. This leads to fairer pay decisions, stronger compliance, and improved employee trust. Inclusive teams are also better equipped to design equitable policies and prevent bias in pay and performance management.

  1. How can inclusive recruitment improve compliance and reduce risk?

Diverse teams bring multiple perspectives to interpreting complex employment laws and policies, reducing the risk of errors or bias. Inclusive hiring also demonstrates alignment with corporate ESG and governance goals – helping organisations stay compliant while strengthening their reputation.

  1. What are the best ways to make recruitment more inclusive?

Key steps include:

  • Using inclusive, bias-free language in job adverts.
  • Ensuring diverse interview panels and candidate shortlists.
  • Standardising interview questions and evaluation criteria.
  • Partnering with recruitment experts like JGA Recruitment, who specialise in fair and balanced payroll and HR hiring.

These measures create a recruitment process that’s open, objective, and focused on identifying the best talent from every background.

 

What Steps Help Recruiters Find Payroll Specialists When There Is a Skills Shortage?

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Why Payroll Talent Is in Short Supply

Payroll is a specialist function that requires technical knowledge, compliance expertise, and attention to detail. In the UK, demand for payroll professionals has risen sharply — driven by regulatory changes, hybrid working models, and an increasing reliance on accurate real-time reporting. The result is a nationwide shortage of qualified payroll talent, making recruitment more competitive than ever.

Key Strategies for Hiring Payroll Specialists

  1. Proactive Sourcing via Niche Networks

Instead of relying solely on mainstream job boards, recruiters need to:

  • Tap into specialist payroll communities and LinkedIn groups.
  • Leverage industry-specific recruitment agencies like JGA Recruitment.
  • Use referrals from existing payroll professionals.
  1. Upskill Internal Teams

Where external hires are scarce, employers can:

  • Train finance or HR team members in payroll.
  • Offer formal payroll qualifications (CIPP, AAT).
  • Build career pathways to retain and grow payroll talent in-house.
  1. Offer Flexibility and Competitive Packages

In a candidate-driven market, companies that stand out offer:

  • Remote or hybrid working options.
  • Flexible contracts or project-based roles.
  • Competitive salaries aligned with rising demand.
  • Career development opportunities that attract long-term commitment.
  1. Partner With a Specialist Recruiter

Recruitment agencies focused solely on payroll (like JGA Recruitment) bring:

  • Access to wider payroll talent pools.
  • Market benchmarking for salaries and benefits.
  • Faster hiring through pre-vetted candidates.

FAQ

Why are payroll specialists hard to recruit in the UK?

Because of high demand, regulatory complexity, and too few professionals entering the field compared to market needs.

What’s the most effective way to find payroll talent?

Using payroll-specific recruiters and networks instead of relying only on generic job boards.

Can payroll be outsourced instead of hiring in-house?

Yes, but many organisations still need in-house payroll professionals to manage compliance and employee confidence.

How long does it take to hire a payroll specialist?

In shortage conditions, recruitment can take several months – specialist recruiters help shorten this timeline significantly.

Next Steps

If you’re struggling to recruit payroll talent, don’t rely on generic approaches. By combining proactive sourcing, internal upskilling, and specialist recruitment support, you can secure the right payroll professionals even in a competitive market.

Talk to us to access the UK’s largest network of payroll specialists

 

JGA Recruitment Group Becomes a Certified B Corp

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We’re proud to share some exciting news: JGA Recruitment Group is now a Certified B Corporation.

This milestone marks the next step in our journey as a business that doesn’t just deliver payroll and HR recruitment solutions, but also makes a positive impact on people, communities, and the world around us.

What is a B Corp?

B Corps are companies that strive to meet higher standards of verified social and environmental performance, public transparency, and legal accountability. Becoming certified means we’ve committed to balancing profit with purpose, ensuring our decisions consider the impact on our employees, clients, candidates, suppliers, and the wider community.

What it means for our clients

Working with a B Corp gives you confidence that your recruitment partner takes ethics, responsibility, and sustainability seriously. For you, that means:

  • A recruitment process built on trust, fairness, and transparency
  • A long-term partner focused on delivering measurable impact
  • Confidence that every placement is backed by a business striving to make a difference

What it means for our candidates

For candidates, our B Corp certification is a clear signal that your career journey is more than just a transaction. It means:

  • You’re supported by a consultancy that values inclusion, diversity, and fairness
  • Your voice is heard and respected throughout the process
  • We’re committed to shaping the future of work in a way that benefits people first

What it means for our team

Our people are at the heart of JGA, and becoming a B Corp reinforces that commitment. For our team, this means:

  • Working in an environment where purpose and impact matter just as much as performance
  • Being part of a culture built on trust, collaboration, and continuous improvement
  • Knowing that their work contributes to a bigger mission – making recruitment fairer, more inclusive, and more sustainable
  • Opportunities to grow within a business that invests in people and their development, not just profit

Looking ahead

Becoming a B Corp isn’t the end of the journey, it’s the beginning of a new chapter. We’re now part of a global movement of companies using business as a force for good, and we’re excited to continue raising the bar for what recruitment can and should be.

At JGA Recruitment Group, Connecting Talent and Driving Success has always been at the core of our mission. Now, as a B Corp, we’re doubling down on that promise – not just for today, but for the future of work.

Getting the Best from Your Gen Z Workforce

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Gen Z (those born roughly between 1997 – 2012) have clear expectations of what they’re looking for when applying for jobs. If an employer’s values, policies and day‑to‑day culture don’t ring true, they’ll clock it, and leave.

Want them to stay, thrive and spark fresh ideas? Start by getting these fundamentals right.

Understanding Gen Z

Gen Z are driven by meaning; they prefer jobs that align with what they’re passionate about. Some of these can be personal factors, but Gen Z are typically passionate about social issues, the environment, mental health and travelling.

As well as this, Gen Z also understands technology like the back of their hand because they grew up with it. They’re able to adapt to the newest advancements and work well in an environment that utilises the latest technology (this doesn’t mean they won’t require proper onboarding, though). They’re great to have on your team, but it’s vital you can impress them and keep them on board.

Gen Z respect straight talking. They would rather hear an honest “I don’t know” from a manager than a glossy corporate line. Transparency about pay, promotion criteria and company performance builds trust – the foundation on which long‑term loyalty rests.

Valuing Mental Health

A healthy work‑life balance is more than a buzz‑phrase for this generation; it is a non‑negotiable. Gen Z are often passionate about progressing in their career, but they also want to enjoy their personal life to the fullest. This involves having time for self-care, making memories and being able to see their friends and family.

Many UK firms now offer three or four “wellbeing days” each year, allowing staff to step back when they need to reset without burning through holiday allowance.

Additionally, open and honest communication is a must. Feeling comfortable to speak to your managers about something you might be struggling with is important, whether that’s work or personal matters. Over time, this lack of communication can cause them to bottle things up and resent their workplace. This can lead to quiet quitting, demotivation, or your employees looking elsewhere. The key is to be approachable.

Flexible work

Another key way to support wellbeing is by offering flexible work to employees. If someone has a doctor’s appointment or needs to sort out an issue with their car, varied start times can be a huge help. Someone may take a liking to an 8-4 if they have commitments in the evening, whereas someone else can prefer a 10-6 if they have a busy morning taken up by getting the children ready for school.

As well as varied work times, working from home has become increasingly popular since the pandemic due to its range of useful benefits. If someone has to travel far to get to the office, working from home can eliminate travel times and the costs associated.

Fully remote work can work well, but a few days in the office often improves communication, learning and team cohesion. It’s the best of both worlds: less commuting and that much-needed face-to-face.  And this is a very popular choice among Gen Z. In fact, according to this Gallup survey, 71% of Zoomers prefer a hybrid work model, compared to 23% remote, and 6% in office.

A more recent trend among Gen Z is judging performance by outcomes rather than hours. Meaning 4 day work weeks could become more popular. Why be stuck at a desk more hours than you need to?

Opportunity to Grow

Gen Z likes to know they can progress within their job and climb the career ladder. Employers who value their development by offering feedback and training courses are a big green flag to them. If there’s a clear path for progression within the company, they’re likely to stick around longer. Regular career check‑ins every quarter rather than one bloated annual review – keeps them feeling heard and appreciated.

In addition to this: the modern working world is turbulent. Mass redundancies can leave people blindsided and panicking to cover next month’s rent in roles they thought were secure. And the result of this is that people want more stability and honesty. Be open about how the company is doing, whether there’s a chance to progress, and any upcoming changes – keeping people in the loop is crucial. When colleagues are being let go, everyone else feels on edge; transparency is paramount to retention. If people worry they’re next, they’ll start planning their move.

What To Avoid

Here are things Gen Z tends to avoid.

  • Poor communication – Going quiet on pay, performance, or company health is the fastest way to lose trust.
  • Schedules that lack flexibility – Blanket “9–5 in the office” rules feel arbitrary. Since 6 April 2024, employees in Great Britain have a day-one right to request flexible working, and employers should handle requests fairly and quickly.
  • Stereotypes –Don’t generalise: not everyone wants fully remote, will job-hop, hates calls, or is “too young to lead.” In the UK, avoid age-coded language in ads, such as a young/energetic team; assess the real skills.
  • Micromanagement – There is nothing worse than someone watching your every move at work. This is a particularly bad trait in the eyes of Gen Z employees. The UK ICO says any worker monitoring must be necessary, proportionate and transparent – get this wrong and you risk complaints as well as morale. Not to mention it’s usually a complete waste of management’s time.
  • No clear path for progression – Vague career progression and unspoken pay bands push ambitious people out.
  • Ghosting candidates – Slow, silent processes damage your employer brand. Even a quick “no” beats radio silence – and applicants will remember.

Final Thoughts

Retaining Gen Z isn’t about beanbags or free pizza. Get those fundamentals right and your youngest colleagues will do far more than stay – they will power the next wave of your business.

Are you looking for your next payroll or HR talent? JGA Recruitment is the UK specialist in Payroll & HR hiring: interim, contract and permanent.

Let’s talk: [email protected] – 01727 800 377.

Holly Dodd is a freelance writer fueled by books and big ideas, crafting content that sparks conversations on under-discussed topics. Get in touch: [email protected]

Deel is Changing Global Payroll Compliance

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In today’s workforce, global agility demands more than just great tools – it requires intelligent, integrated, and instant solutions. That’s why I’m proud to announce that Deel is now the official sponsor of both The Payroll Podcast and The HR L&D Podcast, platforms dedicated to elevating strategic conversations in payroll and HR.

And the timing couldn’t be better.

The compliance clarity we’ve been waiting for

Deel has just launched Atlas Copilot, a groundbreaking AI tool that answers complex compliance questions across 150 countries in real-time. Whether it’s statutory notice periods in France or local tax thresholds in Singapore, teams can now make fast, informed decisions without legal escalations or regulatory guesswork.

Free Deel Resources:

For global HR and payroll leaders, this is a game-changer. And if you’ve listened to our recent podcast episodes, you’ll know this is the kind of innovation we love to explore solutions that solve real challenges at the intersection of payroll, compliance, and talent management

Two podcasts. One mission. Real conversations.

Deel’s sponsorship enables us to keep delivering fresh, expert-led content across both of our flagship podcasts:

  • The Payroll Podcast offers deep dives into global payroll transformation, compliance, automation, and the power of data
  • The HR L&D Podcast offers Insightful conversations on leadership, learning, talent development and culture-building

Both shows feature the voices shaping the future of work from CHROs, payroll leaders and L&D strategists to forward-thinking vendors like Deel who are leading by example.

Why it aligns with JGA Recruitment Group

At JGA Recruitment, we specialise in sourcing world-class talent across payroll, HR, reward, and L&D, disciplines that now demand smarter tools, strategic thinking, and up-to-the-minute compliance insight.

Our clients span high-growth scale-ups to FTSE-listed multinationals, and they trust us not just to fill roles, but to advise on capability, transformation, and future-fit teams.

We see first-hand how disconnected systems and slow compliance processes hinder decision-making. That’s why we are excited to see solutions like Deel’s Atlas Copilot not just simplifying operations but elevating them.

The future is frictionless

The landscape is clear: seamless integration between HR, payroll, and compliance is no longer a luxury, it’s a necessity. Platforms like Deel don’t just offer automation; they enable real-time decision confidence, scalable workflows, and borderless workforce empowerment.

That’s the kind of thinking that powers our conversations, our recruitment strategy, and the clients we serve.

If you’re navigating global expansion, modernising payroll operations, or rethinking your HR stack, I invite you to explore Deel’s offering and subscribe to our podcasts. We’re here to help you scale smarter, with the right tools, the right insights, and the right talent.

Let’s keep pushing the boundaries of what payroll and HR can do.

 

Written by Nick Day, CEO of JGA Recruitment Group.

eBook: The Future of Payroll: How AI is Revolutionising the Industry

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Discover the Future of Payroll – Powered by AI

Download our FREE eBook: The Future of Payroll: How AI is Revolutionising the Industry

 

AI is reshaping payroll faster than you think.

Payroll is no longer just about payslips and compliance. It’s becoming a strategic powerhouse – fuelled by artificial intelligence.

This ground-breaking eBook reveals how leading organisations are already using AI to automate processes, enhance compliance, deliver real-time insights, and elevate the employee experience. If you work in payroll, this isn’t just your future – it’s your present.

What’s inside?

This expert-led guide unpacks:

  • Real-world AI case studies across retail, finance, healthcare & more
  • Game-changing tools like predictive analytics, chatbots & generative AI
  • How AI is reducing processing time, boosting accuracy & cutting costs
  • The skills payroll professionals need to stay relevant – and lead
  • Practical strategies to integrate AI into your payroll ecosystem
  • How to manage compliance, ethics, and risk in an AI-led world
  • Why payroll leaders must act now to stay ahead

Written by Nick Day, one of the best known Global Payroll Thought Leaders and CEO of JGA Recruitment Group, this is your playbook for payroll’s next evolution.

This isn’t just an eBook. It’s your edge.

Whether you’re a payroll manager, HR leader, or CFO, the insights inside will help you:

💡 Make smarter, faster payroll decisions
📊 Unlock cost-saving and strategic value
🧠 Equip your team with future-ready skills
🛠 Implement AI solutions with confidence
👥 Retain top talent through frictionless pay experiences

Don’t fall behind. While others wait, innovators are already building smarter, leaner, AI-powered payroll functions.

Ready to lead the change?

  • Download the free eBook now and future-proof your payroll function.
  • Share it with your team – this is essential reading.
  • Speak with JGA Recruitment to hire AI-ready payroll talent today.

🔍 “AI is about augmenting work – not just automating it.” – Nick Day

Join the payroll professionals shaping tomorrow – today.

JGA x Multiplier Webinar Series – Beyond Payslips: Why Product Thinking is the Future of Global Payroll

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🗓️ June 26th, 2025 | 🕓 4:00 PM GMT | 💻 Live Online

Save Your Spot!

Register Now to join this thought-provoking discussion and discover why the smartest teams treat payroll like a product, not a process.

 

 

 

Rethinking Payroll for a Borderless Future:

In a world where business is global and expectations are high, payroll can no longer be treated as a back-office process. It must evolve into a strategic product – designed, scalable, and intelligent.

Join us for the first in our new webinar series with global employment platform Multiplier, where we dive into how product thinking is transforming payroll for the better.

This session brings together Global Payroll experts to uncover how and why the companies shaping the future of work are rethinking payroll, from how it’s built to how it delivers value.

Speakers:

What You’ll Learn:

  • The Death of Manual Payroll: What It Really Means
  • Payroll as a Product, Not a Process
  • Product Thinking in Feature Evolution
  • What Leading Teams Are Doing Differently
  • The Future is Embedded & Intelligent

Who Should Attend?

  • Payroll, HR, and Finance Leaders
  • Global Talent & People Operations Professionals
  • Tech-forward companies scaling internationally
  • Anyone curious about the future of work and global infrastructure

🔴 About JGA Recruitment

JGA Recruitment is a multi-award-winning global talent consultancy specialising in Payroll and HR recruitment. We don’t just fill roles, we solve business-critical challenges by connecting companies with the very best Payroll and HR talent.

Whether you’re scaling globally, navigating complex compliance needs, or transforming your people function, our expert team delivers fast, effective, and tailored recruitment solutions that make an immediate impact and support scalable growth.

From niche senior appointments to high-volume projects across borders, our approach is personal, agile, and results-driven, to ensure every placement is the right fit, not just for the role, but for the future of your organisation.

Strategic. Specialist. Trusted.

🟠 About Multiplier

At Multiplier, we’re building a world without borders – where hiring and paying your global team is seamless. Our all-in-one platform supports HR and payroll across 150+ countries, offering EOR, AOR, Global Payroll, and HRIS solutions backed by unmatched compliance, speed, and control.

We empower global teams to collaborate, grow, and thrive – whether you’re onboarding an engineer in India or a marketer in Mexico.

The future is borderless. Let’s build it together.

Save Your Spot!

Register Now to join this thought-provoking discussion and discover why the smartest teams treat payroll like a product, not a process.

Are Your Leaders Keeping Up with the Pace of Change?

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The world of work is changing fast. Hybrid teams. Rapid digitalisation. New employee expectations. It’s a lot to lead through. But while the workplace has transformed, many leadership models haven’t kept up. The result is a growing gap between what organisations need from their leaders and what they’re getting.

At JGA Recruitment Group, we hear this from clients every week. Senior teams that look great on paper but struggle to align. New hires who feel lost in their first 90 days. Leadership development programmes that tick boxes but fail to drive real behavioural change. It’s why we launched JGA Coaching and Consulting. Our aim is to help businesses not just hire great people, but turn them into confident, future-ready leaders.

We’re seeing it everywhere. Technically capable people stepping into senior roles without the mindset or support to lead through change. The gap isn’t just skills. It’s clarity, cohesion and confidence. And if you don’t address it, it spreads fast — disengaged teams, decision paralysis, and high performers burning out or leaving.

Leadership in 2025 demands more. Emotional intelligence. Digital fluency. The ability to communicate across platforms, time zones and generations. Leaders need to be adaptable, aligned, and aware of the wider business context. That’s the shift we’re making with our clients through tools, coaching, and diagnostics built for this reality.

Imagine a senior team that knows exactly how to work together. New managers who step into the role with confidence and a clear understanding of how to lead. A team that’s not scrambling to plug gaps, but proactively shaping performance, engagement and retention.

With Meta Team, we help leadership teams understand their blind spots and dynamics, the stuff that’s not on the org chart but affects every decision. With Transition Coaching, we support new hires in those critical first three months, so they embed faster and lead stronger. Our expert-led programmes from Coaching Focus equip managers with the behaviours that actually stick, while our partnership with Inference Group brings AI-enabled payroll tools that empower better, faster decisions.

And this isn’t about HR & Payroll being on the sidelines. It’s about them leading the way, enabling people managers with insights, aligning teams around strategy, and making sure performance doesn’t just happen by accident.

The businesses that thrive in the next five years will be the ones who invest in their people after the point of hire. That’s where culture is shaped. That’s where capability is built. That’s where real performance starts.

If your leadership team is navigating complexity, change or growth, we’d love to help. 

 

Explore the services behind high-performing teams with JGA Coaching and Consulting. Or reach out today for a conversation.

 

Check out what JGA Coaching & Consulting can do here

Global Pay Fest 2025

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24 Hours. 24 Countries. 24 Experts.

Payroll never sleeps – and neither will we on May 1st.

We’re taking you on a one-of-a-kind global payroll journey. Following the clock around the sun, we’ll take you from Australia to Argentina in our 24-hour Global PayFest ’25, covering country-specific intricacies, tackling local legislation and equipping you with the knowledge to become a truly global payroll professional.

Ever wondered how bonuses are taxed in Brazil? Join us as we dive into 24 sessions across 24 countries, each led by a payroll expert unpacking regional challenges in their market.

From São Paulo to Singapore, we will speak with experts from Neeyamo, Payrollminds, Hightekers, EPI-USE, GoGlobal, and more – bringing you real-time insight, local depth, and global perspective.

Whether you’re in HR, payroll, global mobility, this is a must-attend event for anyone looking to stay ahead of international payroll trends.

Grab your coffee (or three). And get ready to rethink payroll – hour by hour.

Click here to sign up

Timings:

Australia – 00:00 BST | 09:00 AEST

Japan – 01:00 BST | 09:00 JST

Singapore – 02:00 BST | 09:00 SGT

Hong Kong – 03:00 BST | 10:00 HKT

China – 04:00 BST | 11:00 CST

India – 05:00 BST | 09:30 IST

United Arab Emirates – 06:00 BST | 09:00 GST

Saudi Arabia – 07:00 BST | 09:00 AST

South Africa – 08:00 BST | 09:00 SAST

Switzerland – 09:00 BST | 10:00 CEST

Poland – 10:00 BST | 11:00 CEST

United Kingdom – 11:00 BST | 11:00 BST

Netherlands – 12:00 BST | 13:00 CEST

Germany – 13:00 BST | 14:00 CEST

France – 14:00 BST | 15:00 CEST

Italy – 15:00 BST | 16:00 CEST

Spain – 16:00 BST | 17:00 CEST

Ireland – 17:00 BST | 17:00 BST

Sweden – 18:00 BST | 19:00 CEST

United States – 19:00 BST | 14:00 EDT

Canada – 20:00 BST | 13:00 MDT

Mexico – 21:00 BST | 14:00 CST

Brazil – 22:00 BST | 18:00 BRT

Argentina – 23:00 BST | 19:00 ART

Click here to sign up

Is More Time at Your Desk Really Making You More Productive?

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Productivity isn’t just about how long we sit at our desks – it’s about what we actually get done while we’re there.

In recent years, there’s been a noticeable shift in how we view working hours. From the rise of the 4-day workweek to flexible start and finish times, more organisations are starting to question the age-old belief that more hours = more output.

But does cutting back on time at work really boost productivity?

 

The Case for Fewer Hours

Research says yes – at least in many cases. A UK pilot of the 4-day workweek saw 92% of companies deciding to continue the model. Why? Because people were just as productive in less time. In fact, many were more focused, more energised, and more satisfied with their jobs.

It makes sense. When people know they have less time to complete their tasks, they tend to work smarter. Meetings become more focused. Procrastination dips. And the ever-present ‘I’ll do it later’ mindset starts to disappear.

 

What Productivity Really Looks Like

We often confuse busyness with productivity. But clocking long hours doesn’t mean we’re adding more value. Burnout, stress, and disengagement are productivity killers – and they’re rampant in environments where long hours are the norm.

Studies have shown that most employees are only truly productive for around 3 to 4 hours per day. So stretching that across an 8-hour workday (or longer) may not be the best strategy for getting things done.

 

The Conditions Matter

That said, shorter hours only work when the structure and culture support it. Without clarity, accountability, and focus, shaving off hours can lead to chaos.

For reduced-hour models to work, teams need:

  • Clear goals and expectations.
  • Systems to support async work and fewer meetings.
  • A culture that values results over presenteeism.

Without these, productivity can suffer – even with fewer hours.

 

So… Does Less Time Equal More Output?

It can. But only when businesses rethink how work is done, not just how long it lasts.

The real opportunity lies in designing work with intention – cutting out the noise and focusing on what truly drives results.

Whether it’s trialling a 4-day week, trimming meeting overload, or letting employees choose when and where they work best, one thing is clear: more time doesn’t always mean more output. In many cases, it means more burnout, more distractions, and less of what really matters.

 

JGA Recruitment Group: Connecting Talent. Driving Success.

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

Telephone: 01727800377

Email: [email protected]

Website: https://jgarecruitment.com

JGA Recruitment Group Ltd

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Lower Luton Road
Harpenden
Hertfordshire
AL5 5EQ

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