Growing up in a world where every cent counts, Salwa Albertyn, group HR executive at Empact Group, understands that people don’t just work for a title but work for a living, and advises CHROs to elevate payroll on their agendas.
For her, payroll is one of the most visible acts of care an organisation shows its people as she knows that behind every payslip is a person relying on that money to put food on the table, catch the bus, or keep the lights on.
Q: Why do you believe payroll is the first and most visible act of care an organisation offers its people?
Everyone works for an income, which is why timely payroll must be a priority. Unfortunately, we often hear about organisations that fail to pay their staff on time after a month’s worth of hard work. This situation causes employees to become unhappy and constantly worry about whether they will be paid or not. As employers, we must remember that everyone has mouths to feed and bills to pay. By not ensuring timely payments, organisations demonstrate a lack of care for their staff’s wellbeing.
Q: What governance questions should CHROs be asking payroll teams that they often don’t?
Firstly, it’s essential to consider the accuracy of the data that payroll teams rely on. Often, payrolls receive information from various parties and may simply capture this data without fully understanding its origin or how it was collated. Ensuring the accuracy of this data is crucial for the smooth functioning of payroll processes.
Payroll teams must focus on upskilling themselves to understand every aspect that affects payrolls. They should not merely be data capturers but rather possess a comprehensive understanding of all the elements involved in payroll processing. This will enable them to provide better support and ensure that all payroll-related tasks are handled efficiently.
It's vital that payroll teams ensure all legislative information is correct. While we often depend on payroll consultants or companies to keep our systems up to date, it’s important for payroll teams to stay informed and proactive. They should continuously keep their finger on the pulse to ensure compliance with all relevant regulations.
Q: What does payroll dignity mean in a country like South Africa, where pay timing can determine food security and transport.
Living in a country where millions receive only a minimum wage it is imperative that staff are paid timeously. So many people live from one pay cheque to another and not paying staff timeously has a negative ripple effect on so many lives often in one household.
In South Africa, where economic inequality remains a pressing challenge, employers have a responsibility that extends beyond simply processing payments. We need to recognise that for many employees, particularly those earning minimum or legislated wages, payroll timing directly affects their quality of life and that of their families.
Q: How do payroll errors disproportionately affect lower-income employees, and how should CHROs respond differently?
I don’t believe the impact is limited to lower-income employees alone; in fact, payroll errors can affect all employees, regardless of their income level. Depending on the nature of the error, it could result in someone not being paid or someone being overpaid.
Regardless of the specific error, it becomes an additional administrative task that often leads to unpleasant conversations and affects employees negatively. It’s something that can disrupt the workflow and morale within the organisation.
Q: Why should payroll sit higher on the CHRO agenda than it traditionally has?
Payroll is the foundation of the employee experience and the most tangible demonstration of an organisation’s commitment to its people. When payroll functions well, it builds trust. When it fails, that trust erodes rapidly and can impact retention, productivity and employer reputation.
For CHROs, payroll should be viewed as a strategic retention tool, not merely an administrative function. In sectors where we compete for talent, particularly at entry and mid-level positions, consistent and accurate payment becomes a key differentiator. Employees remember how they’re treated during payroll errors or delays far longer than they remember other benefits.
There’s also a significant risk element that many CHROs underestimate. Payroll failures can result in legal non-compliance, reputational damage and industrial relations issues that extend far beyond the HR department.
CHROs should consider how payroll processes can be designed with dignity in mind. This includes clear communication about pay dates, accessible channels for queries, swift resolution of errors and transparency about deductions.
Organisations that get payroll right demonstrate respect for their employees’ financial security. Those that get it wrong, regardless of their other employee value propositions, undermine the fundamental contract between employer and employee.
