Key takeaways
What we covered
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02:18
The recurring pain point
Why payroll is the part of HR we love and hate the most.
03:14
The 2025 reality
Errors, slow Excel processing, fragmented data and processes with no automation at all.
07:11
The human cost
Penalties, endless reconciliation, and employees who lose trust after a one-day delay.
08:22
Payroll burnout
Three or four approvals per run, late nights, and line managers who send every question to HR.
13:41
What future-ready payroll needs
Accuracy, compliance, transparency and scalability.
16:50
Compliance and integration for 2026
SSS, PhilHealth, Pag-IBIG and BIR monitoring, automatic statutory updates and no missed cut-offs.
21:43
Every cycle is audit day
Self-audit as you process, so the pay register already matches finance.
24:11
Taking the human cost out
Recurring loans and allowances, pre-payroll validation, and self-service for payslips and contributions.
27:39
Tech-averse workforces
High-tech, low-tech or no-tech: getting people engaged with the system at all.
32:14
Cash advances and authority to deduct
Why non-statutory deductions turn into the hardest payroll disputes.
41:58
Case study: SMSGT
Routine HR tasks automated, and payroll that runs in hours instead of days.
46:10
Special holidays, night shifts and daily rates
Philippine scenarios the system computes once a day is marked on the calendar.
48:29
Lexi on payslips
An HR assistant for every employee, with voice and local dialects on the way.
55:17
Audience Q&A
No bio, no pay, and tagging mandatory leave.
Q&A highlights
Benefit deductions are allowed as long as you can show DOLE the company isn't profiting from them. DOLE tightened the rules after companies became collection agents for bank loans run through payroll.
"You can't push, you can influence." Give management a taste of the numbers HR already holds. Once they want more, the case for automation makes itself, but it still needs a business justification, not "everyone is doing it".
Appoint a data privacy officer and register first. Then add privacy statements to every HR form and contract. When choosing a technology partner, ask where your data is stored: regulators are more comfortable with in-country storage than with data held in, say, Singapore.
Yes. If an employee misses a time-in or time-out, they file a correction in the system with a reason and get their supervisor's approval. If they didn't come in, they can apply for leave instead.
Yes. PeoplesHR can also send insight alerts to employees who haven't left enough time to take their mandatory leave.
Yes. With 28 years of configurations behind it, it already covers annualization, statutory payments and reports, and the move from paper to digital government reports.
Customer stories from the session
CASE STUDY · PHILIPPINES
SMS Global Technologies (SMSGT)
Payroll processing cut from a full week to half a day, with 85% of employees using the PeoplesHR mobile app.
Run Philippine payroll in hours, not weeks
Watch the full session, or book a demo to see special holidays, statutory updates and payslip questions handled for you.
