JGA Recruitment Group is officially one of UK’s Best Workplaces™ for Wellbeing!

We are incredibly proud to announce that JGA Recruitment Group has been recognised as one of the UK’s Best Workplaces™ for Wellbeing by Great Place to Work®! 🎉

Great Place to Work’s culture experts analysed thousands of employee surveys, assessing people’s holistic experiences of wellbeing at work to determine the UK’s Best Workplaces™ for its Best Workplace Wellbeing list. The surveys asked employees to comment on how their company supports their work-life balance, sense of fulfilment, job satisfaction, psychological safety, and financial security. Evaluations also included assessing how well the organisation could consistently deliver employee experience across all departments and seniority levels.

To be recognised as one of the UK’s Best Workplaces™ for Wellbeing is a considerable achievement and a testament to JGA Recruitment Group’s commitment to create an environment where its employees can thrive. The company continues to prioritise employee wellbeing by offering equitable activities, support, and training to ensure everyone feels valued at work.

Employee engagement events ranging from charity days to trips abroad have further contributed towards fostering positive internal relationships which have helped develop a positive, supportive, and inclusive workplace culture within the firm.

When the founder of JGA Recruitment Group, Nick Day, was informed about the company’s inclusion on the list as one of the UK’s Best Workplaces™ for Wellbeing, he commented:

“At JGA Recruitment Group, we’re honoured to be recognised as one of the UK’s Best Workplaces for Wellbeing by Great Place to Work. A positive workplace culture fostering inclusion, wellbeing, and growth is critical to creating a sustainable and successful business. That’s why we’re deeply committed to investing in our employees’ mental and physical health and providing a nurturing and supportive environment for everyone in our business.

We are thrilled to see our initiatives’ impact on our workplace culture and are dedicated to continuing to improve and evolve. This recognition is a testament to our team’s hard work and dedication, and we’re proud to be included on this prestigious list. We’ll continue to prioritise the wellbeing of our employees because we know that when our team members thrive, our business thrives.” 

About Great Place to Work®

Great Place to Work is the global authority on workplace culture. Since 1992, they have surveyed more than 100 million employees worldwide and used those deep insights to define what makes a great workplace: trust. In 2022, they launched the first-ever annual UK’s Best Workplaces™ for Wellbeing list of organisations that delivered exceptional wellbeing support for employees across all levels and departments. For more information, visit

Contact JGA Recruitment Group

Contact JGA Recruitment to find out more and discover how in partnership, we can locate the top talent for your business and take positive steps to create a sustainable, brighter future for all: [email protected].

Visit our website here

JGA Recruitment also publishes two leading business podcasts: The Payroll Podcast and The HR L&D Podcast.

A strategic approach to mental health and wellbeing at work

As we navigate a new world of work in a post-pandemic era, so many of us are impacted by the mental health at work narrative.

Whether we personally are struggling with burnout or anxiety ourselves or whether we’re supporting or managing others who are struggling, this topic has gained traction globally – however, we still have a long way to go in reducing stigma and creating workplaces where people can thrive.

A strategic approach to mental health at work isn’t just about having a fancy document stored in the cloud or the latest wellbeing app or even extensive benefits and resources, these days it’s about culture.

It isn’t just a focus on when people are struggling but instead, helping us think about creating hybrid and flexible environments that enable people to take personal responsibility for their health which will of course, help with productivity, performance and retaining talent longer term.

So, if you’re responsible for wellbeing or interested in creating a sustainable approach to this topic, here’s a few tips to get you started:

1.   Find your allies and influencers

Even the industries or companies who thought no one would be interested in this topic, perhaps classing themselves as old-school, male dominated or simply too busy – when you start talking with people, you’ll find there are plenty of people who want to help make a difference in the culture.

Talking to people at all levels of the business (including your exec team) will help you identify your allies and influencers. These people can either help you craft your strategy or crucially, they will help you bring your strategy to life over time.

2.   Write your strategy

No need to overthink this. It is likely to evolve over time, however – there are a few principles to keep in mind. A strategy is different to a wellbeing action plan, it’s different than mapping out the awareness days for the year and then putting on an event. This stuff can be great, but it’s basically part of how you bring your strategy to life.

A strategy should have some blue-sky-thinking. Ask yourself questions like what do we want to be known for as a business in 5-10 years? What kind of talent do we want to attract? What is the environment we need to build in order to help people work at their best?

You should think about prevention, culture as well as access to support or resources when people are struggling – but challenge yourself to think ten steps before people get to that burnt out, absent, less productive place. Once you’re there it’s going to cost your business money so invest in prevention more than anything else.

You can then audit your resources and review whether they are fit for purpose. Are people even engaging in them? Do they know where to find them? Is your intranet user journey user friendly? Can you reposition some budget to where it will really count? What data are you gathering to enable you to track progress and evidence the return on your investment to senior leadership?

3.   Bring your strategy to life

A strategy is only as good as the behaviours and role modelling that bring it to life and there are many ways to get started.

First of all, start with you. Many times those of us creating these strategies support other people to open up and invest in themselves but are terrible at doing it themselves! This isn’t about perfection but you are the most powerful advert for your mission so make sure to start with you!

Remember those influencers and allies you nurtured? There will be different ways that they can help. Giving your exec team easy wins is a great place to start – for example, encouraging them to show in their calendars when they are doing things to invest in themselves and supporting them to talk about how we work with their teams, not just what we do.

Wellbeing champions – having a cross-section of people from all levels in the business and backgrounds to help support you in bringing the strategy to life is crucial. Make sure your training and ongoing support is about becoming internal activists, role modelling and supporting culture change – rather than just a focus on training them up in signs and symptoms of poor mental health.

And finally, managers. This group is on the frontline of modelling your values and behaviours so it’s imperative that they understand your wellbeing strategy and their part in bringing it to life. This will include role modelling themselves but also boosting their confidence and skill level in showing empathy and having supportive conversations with employees – again, not just to focus on what’s wrong but to challenge individuals to invest in themselves and boost the culture collectively.

Written by Petra Velzeboer, CEO of PVL, a mental health consultancy that supports businesses to create a mentally healthy culture. If you would like more information email her at [email protected] or find out more at

Contact JGA Recruitment Group

Contact JGA Recruitment to find out more and discover how in partnership, we can locate the top talent for your business and take positive steps to create a sustainable, brighter future for all: [email protected].

Visit our website here

JGA Recruitment also publishes two leading business podcasts: The Payroll Podcast and The HR L&D Podcast.

Webinar: How modern HR & Payroll systems drive operational efficiency

This is the second of five webinars as part of the HR & Payroll Foundations series from SD Worx.

The free webinar, on Wednesday 22nd February @ 11am, will address crucial topics that HR & Payroll leaders can’t ignore, as they seek to create the right people management ecosystem for their business.

17 Actionable Future-Proof Tips for Payroll Professionals

As the corporate world becomes more complicated and competitive each day, the function of payroll has grown to be valued more than ever.

Payroll is also becoming more strategic than ever. We are in the middle of a payroll transformation.

If you want to stay ahead of the curve in this rapidly changing payroll landscape, you will need to keep up with the changing trends.

Here are 17 tips shared by Nick Day on The Payroll Podcast:

  1. The payroll processing environment is rapidly changing. Payroll process automation is becoming increasingly common, enabling power professionals to concentrate on more strategic activities and enhance productivity.
  2. On-demand pay is one of the hottest topics in payroll today.  This is inspired by the desire to relieve workers of financial stress, resulting in happier, more productive, and better-engaged employees. Companies investing the maximum in this area focus on the employee experience for attraction and retention purposes. Nick also predicts that by the time he records the 200th episode, the traditional pay cycle will no longer exist!
  3. As companies continue to attract and retain top talent, employee experience will become increasingly critical. Remote workers are shaping the future of payroll as companies move toward hybrid or even fully remote models.  Start considering leveraging technology to create new and improved ways for employees to access their pay information and take control of their payroll.
  4. The payroll world has been changing at an accelerating pace. The need for knowledgeable payroll professionals will become even more essential as time goes on because of new regulations and legislation affecting payroll. Payroll professionals need to stay informed about these latest trends, and the Payroll Podcast is the perfect place to ensure that happens.  Meanwhile, using a niche payroll recruitment agency like JGA Recruitment Group can ensure you hire the specialist payroll talent you need to help your business scale.
  5. Stay ahead of the curve through continuous education and professional development. With the rapidly changing landscape in the payroll industry, you must stay up to date on laws, regulations, and software systems.
  6. Companies are increasingly shifting to a remote working model, which means more complex payroll processes and the need for more innovation. This shift means that your payroll practices must keep up with global taxes and regulations. It also means having a system that can handle pay rate changes based on location.
  7. The role of artificial intelligence and machine learning in payroll is growing. There are chatbots, ChatGPT, and other AI platforms hitting the market. AI and ML is also being used to improve efficiency in several ways, like automating repetitive tasks, providing insights that can contribute to supporting broader strategic objectives.
  8. Integrating artificial intelligence, machine learning, and payroll processes will become more prevalent. It will provide new opportunities for automation, data analysis, and optimization.
  9. Smart interactive payslips will allow employees to view their earnings history, compare their wages and support financial health planning.  Providing more transparency to employees will also improve workforce engagement.
  10. The use of cryptocurrency for payroll employees is growing. There are 300 million people out there with digital wallets. Expect to will see more and more crypto solutions hitting the market and infiltrating the payroll marketplace.
  11. Cloud-based payroll systems are becoming increasingly popular because they provide increased flexibility, scalability, and security for those with remote payroll operations.
  12. Many companies are looking for ways to improve their payroll processes and make them more efficient, but they’re also focusing on creating positive payroll experiences for their employees.
  13. Cybersecurity and data privacy is becoming increasingly important in payroll operations. It is because ransomware attacks, IT problems, and other cyberattacks are increasing daily. And these hackers are getting smarter by the minute, so we need to stay on top of our cybersecurity measures to protect your employees’ data.
  14. The adoption of pay-on-demand models will increase. These models will require payroll professionals to adapt to new processes. Such services can improve employee retention.
  15. The future of payroll will demand strong leadership and vision. It will be essential to have transferable skills, such as bridging the gap between roles or the gap between HR, Finance and Reward.
  16. We no longer live in a world of command and control.  The new world of work is focused on outcomes and creating inclusive, unmuted coaching cultures. If you want to leverage the best out of your employees, a coaching mindset is required.
  17. Focus on building resilience into your payroll processes.  The pandemic showed that the world is unpredictable, so testing systems and building in resilient processes will enable your payroll process to adapt to future unexpected changes.

In conclusion, there is no doubt that the role of payroll professionals is shifting toward more strategic roles, providing insights and analysis to business leaders that can significantly impact organizational success. Payroll professionals should take these actions to enable them to prepare for the future world of work, which will be filled with automation, analytics, machine learning and AI.


Contact JGA Recruitment Group

Contact JGA Recruitment to find out more and discover how in partnership, we can locate the top talent for your business and take positive steps to create a sustainable, brighter future for all: [email protected].

JGA Recruitment also publishes two leading business podcasts: The Payroll Podcast and The HR L&D Podcast.


Written by Nick Day, Managing Director at JGA Recruitment Group – The UK’s Premier Payroll & HR Talent Partner.

JGA Recruitment Group | Payroll & HR Recruitment

E-Mail: [email protected] | Tel: 01727 800 377

Copyright©: JGA Recruitment Group 2023

National Payroll Week: My Payroll Career (Music Video)

It’s #NationalPayrollWeek! This year to celebrate, we decided to take our payroll song ‘My Payroll Career’ and make a music video for it!

JGA Recruitment Group Becomes The First Payroll & HR Recruiter To Commit To Planet-Positive Greenify Principles



JGA Recruitment Group has always been deeply committed to behaving ethically and sustainably, which is why the business has announced an exciting new partnership with Greenify Talent, the world’s first planet-positive recruitment solution.


Greenify (verb): To balance the environmental impact of a person, product, or service.


Carbon-driven climate change presents an existential threat to our way of life. That is why JGA Recruitment Group has decided to be one of the first recruiters to take a proactive step beyond traditional environmental protocols because these are not working. For the world to survive for future generations, businesses must start to consider the ecological footprint each employee it hires leaves behind.




In the new world of work, it is evident that candidates are becoming climate aware, and they are now choosing companies that match these belief systems. For example, 85% of people in Britain surveyed by IPSOS in 2021 stated that they are now concerned about climate change, up from 60% in 2013. Meanwhile, Generation Z said that “being environmentally friendly” was a high priority when choosing an employer (Mintel, 2019).


Subsequently, by partnering with Greenify Talent, JGA Recruitment Group has committed to being one of the first recruiters greenify its business by providing nature-based carbon credits that compensate for its greenhouse gas emissions.


JGA Recruitment Group is now encouraging its clients to share their commitment to positive climate action by asking them if they wish to greenify new hires. The new JGA Recruitment Group Greenify Talent Solution provides clients with several world-class environmental assets that offset the eco-footprint of one person for one year in terms of carbon emissions, plastic pollution, and global deforestation footprint.


It is an approach that goes beyond traditional recruitment services or sustainability protocols to deliver a tangible and measurable contribution in the fight to avert a future climate crisis.




JGA Recruitment Group’s Greenify talent solution will allow organisations to provide an employee value proposition (EVP) for every greenified placement by providing clients with a digital impact certificate.


Founder of JGA Recruitment Group, Nick Day, said:


“We partnered with Greenify because we were impressed with the company’s mission to push back against the accelerating destruction of our planet’s life support systems. Greenify are 100% committed to preserving the earth’s standing forests, regenerating deforested land, and stemming the flood of marine plastic damaging the ocean’s ability to absorb and safely store CO2. In addition, this partnership allows sustainability-focused employers to partner with a recruitment company like ours, knowing we take our environmental responsibilities seriously!”




This exciting partnership with Greenify Talent means a client who chooses to source a greenified hire can do so, knowing that JGA Recruitment Group will provide several natural climate solutions to rebalance a new employee’s typical annual ecological footprint.


Greenify Talent projects are thoroughly verified and certified to world-leading carbon standards. An eco-footprint encompasses the typical carbon emissions, plastic waste production and deforestation footprint of one individual employee per year. Subsequently, JGA Recruitment

Group, through its partnership with Greenify, will underwrite each greenified hire with the following offsets:

  • 7 tonnes of certified, nature-based carbon credits
  • 34kg of plastic waste recovered and repurposed
  • 8 trees planted


It is time that all recruitment businesses start aligning their processes with planet-positive, sustainable practices that help protect the natural environments surrounding us. This partnership between JGA Recruitment Group and Greenify will provide clients with the opportunity, for the very first time, to become part of the sustainability solution.




JGA Recruitment Group specialises in attracting the top 15% of Payroll and HR talent for its clients. Founded in 2008, the business has become an award-winning company renowned for continually innovating and pioneering new approaches to the candidate search and selection process.


JGA Recruitment Group has experienced significant growth across all market sectors, from executive to contingency search. Committed to its mission of growing the right way, they provide hyper-focused, bespoke recruitment services to locate top talent that inspires and enables employers to achieve significant success through its people.


Contact JGA Recruitment to find out more and discover how in partnership, we can locate the top talent for your business and take positive steps to create a sustainable, brighter future for all: [email protected].


JGA Recruitment also publishes two leading business podcasts: The Payroll Podcast and The HR L&D Podcast.

Achieving a High-Performance Culture with Andrew Freedman #38

Andrew Freedman, discusses the strategies that can help provide global leaders with the foundations required to transform business growth.  Coauthor of the book: Thrive: The Leader’s Guide to Building a High-Performance Culture, we learn exactly what it takes to build and achieve a high-performance culture

Why Performance Feedback is Essential For Success with Tina Clements #37

Tina Clements is a high energy, Learning & Development expert and author of “The Art of Facilitation” who is focused on helping businesses to move  forward by motivating and growing talent.  Ciritical to optimising the performance of workforces is feedback.  We discuss the importance of giving performance feedback; how we can bring it more relevance; and why it is more essential than ever that we provide it as we move in to remote ways of working.

Developing Elite Business Performance with Graham Ravenscroft #36

Graham is not just an elite business performance coach, he someone who has supported the development of athletes at every major global championship, including the London Olympics!  We discuss elite level coaching and we explore the characteristics and behaviours behind high-performance within businesses and leaders.  We also examine how stress can impact performance and strategies for building resilience.

Improving Financial Health through Payroll with James Herbert #55

Can we drive and improve financial health and productivity through payroll by enabling employees to choose when they receive their earned pay? We speak to the CEO and Founder of Hastee, James Herbert, to find out. With two-thirds of UK workers affected by personal finance-related stress in 2020, (but with less than one in five businesses offering a financial wellbeing programme to combat these challenges) we discuss pay on-demand services and how the role payroll could play in improving financial wellness for employees.