If you’re planning on hiring employees in a new city, state, or even country, you'll need to come up with a payroll management solution that suits your organization's unique needs. You're probably wondering, what's the difference between centralized vs. decentralized payroll?
Running global payroll can be difficult to navigate, and the centralized and decentralized approaches can both be effective for companies expanding internationally. Read on to learn more about the options to understand which choice makes the most sense for your business.
Smaller businesses and scaling startups often rely on a decentralized payroll structure, because their HR departments tend to be smaller small and might need to outsource more tasks. For larger organizations with more robust HR resources, centralized payroll might be a better option, as it follows the same process across the board.
However, businesses of all sizes need to build a payroll strategy that suits their needs, and there is no one-size-fits-all solution.
In a centralized payroll system, all payroll-related decisions, including processing, compliance, and reporting, are managed by a single team or department (usually at the corporate or regional management level), regardless of the location of the employees.
This one system is often used by major corporations with operations in multiple countries or regions, as it allows for greater consistency, control, and efficiency in payroll processing. By centralizing payroll functions, companies can standardize processes, reduce errors, and ensure compliance by hiring their own legal & account teams, which can be costly.
In a centralized payroll system, employee data and payroll information are typically stored in a single centralized software database. This payroll database can be accessed by authorized personnel across the organization. This allows for real-time visibility into payroll data and enables faster and more accurate decision-making.
However, implementing a centralized payroll system can be a complex and challenging process, particularly for companies with operations in multiple countries. It requires significant planning, resources, and expertise to ensure compliance with local regulations. Plus, you’ll need to understand the nuances of cultural and language differences.
With decentralized payroll, payments, benefits, HR, and compliance are not managed by a central authority or entity, but rather by multiple payroll teams spread out at different locations.
Decentralized payroll can provide several benefits, including increased transparency and security, reduced transaction costs, and a superior employee experience.
By establishing a decentralized payroll system, you can avoid building an HR, accounting, and legal team in each individual country. With an EOR like Via, you won’t even need an entity.
Centralized payroll systems have several advantages over decentralized payroll systems, including:
Easier to implement and maintain in 1 or 2 countries: Centralized payroll systems are typically easier to implement in 1 or 2 countries. You will need to open entities (which can be costly) if you go this route.
Reduced risk of errors: Centralized payroll systems are typically more structured and organized, with clear processes and procedures in place. This can help to reduce the risk of errors, such as incorrect calculations or missed payments.
Uniform: Centralized payroll systems are the same at every branch and subsidiary. So, there won’t be a lot of confusion for how each payroll team manages the process. However, problems with compliance may arise because uniformity may not mean compliance with local laws.
Better control and oversight: Centralized payroll systems offer greater control and oversight, allowing organizations to more easily monitor and manage payroll processes, track employee data, and generate reports.
Fewer resources needed up front: Centralized payroll systems require more money and investments because of the need for individual HR departments. When you set up payroll in a new country, you have to pay all associated costs with entity incorporation in that country.
Ability to hire employees quickly: With a decentralized payroll system, you can hire employees a lot faster than what is allowed by the stringent regulations of a centralized system. A decentralized payroll allows you to hire employees almost immediately.
Compliance: With a decentralized payroll system, you can tailor your business practices to local laws and regulations instead of trying to follow company wide policies that don’t consider the country specific differences.
Lower risk: With a centralized payroll system, if something glitches, employees across the entire organization may not receive payment. With a decentralized payroll system, problems would only affect one specific location using that system.
Attention to local laws and culture: If you have a local payroll team or partner with an EOR like Via, you can expect in-depth knowledge about cultural differences. You’ll also have better response time for questions instead of waiting for a large centralized system for response.
The decision to use a centralized or decentralized payroll system depends on several factors, including the size and complexity of the organization, the level of security and transparency required, and the specific needs and preferences of the employees.
Centralized payroll systems are typically better suited for larger organizations that are spread among multiple countries and areas. This way, decisions are made by high-level employees and implemented across the entire company. You also need to ensure you have enough resources invested in centralized payroll systems, since you will need a dedicated HR department for each subsidiary or entity.
Centralized payroll systems can also offer a higher level of control and oversight, which can be helpful as long as you have local, on-the-ground legal and accounting experts in each country where you plan to open an entity. However, if any system fails for your payroll software, employees across the entire organization may have to wait in order to get paid money they’re counting on.
On the other hand, decentralized payroll systems are better suited for smaller organizations with a less complex payroll structure. With a decentralized payroll system, you usually don't have to pay an entire HR department to manage payroll activities. Instead, you can partner with an PEO or EOR service to help you run payroll, which can save your business thousands of dollars.
Ultimately, the decision to use a centralized vs. decentralized payroll system will depend on the specific needs and circumstances of the organization, as well as the preferences of its employees. It is important to carefully evaluate the benefits and drawbacks of each approach before making a decision.
Small businesses may want to consider investing in a centralized payroll system when it makes sense for their business needs. Some of the situations where a centralized payroll system may be particularly beneficial for a small business include.
Rapid growth: If a small business is experiencing rapid growth and hiring more employees, a centralized payroll system can help to streamline the payroll process and reduce the risk of errors or delays.
Complex payroll structure: If a small business has a more complex payroll structure, such as a mix of full-time and part-time employees, contractors, and freelancers, a centralized payroll system can help to manage these different types of employees more effectively.
Time savings: If you are currently managing payroll manually, a centralized payroll system can help to save time and reduce the administrative burden of managing payroll.
Improved accuracy: If there have been errors or mistakes in their payroll in the past, a centralized payroll system can help to improve accuracy and reduce the risk of costly mistakes.
Overall, a centralized payroll system can be a valuable investment for small businesses that are looking to streamline their payroll processes, reduce costs, and improve accuracy, but are not necessarily the best choice for companies looking to expand abroad into new markets quickly.
If you’re only planning to hire a few employees abroad or experiment with global mobility, you may want to consider partnering with a global EOR service like Via.
Navigating a new country’s federal and local labor laws can be a daunting task for employers looking to expand globally. The paperwork required to launch an entity or subsidiary in a new country can take months to complete. Plus, you will need to register with a number of government institutions, hire a team of on-the-ground experts, open a bank account in the new country, secure a local address, and wait up to a year for final approval.
For companies looking to streamline the process, partnering with an employer-of-record (EOR) provider like Via for managing payroll, benefits, HR, compliance and more might make the most sense.
Because setting up an entity can take months, if not years, you run the risk of missing out on recruiting top talent. Once you have your entity up and running, it’s your responsibility to ensure the HR process remains compliant. Labor laws can change without notice, and employers are expected to respond immediately or face potential legal repercussions.
With an EOR like Via, you can begin recruiting and building your international team in just a few business days, worry free.