6 Experts Predict How HR Will Transform in 2025-26

PayCaptain – a cloud-based payroll software solution – collaborated with its partners at Grateful (GRTFL), RotaCloud, CharlieHR, and Silver Cloud to discuss their predictions for the HR industry as a new tax year begins.

Here’s what they had to say…

Sheryl Steele, Director of Operations and Performance at PayCaptain

Sheryl Steele, Director of Operations and Performance at PayCaptain, shared her predictions into the future of payroll:

“My predictions include enhanced automation and AI integration – PayCaptain will continue to invest heavily in automation and AI capabilities. This includes introducing AI-driven personal assistants to assist payroll specialists with data entry, analysis, and error prevention. I also predict a shift from managed to in-house/more collaborative payroll models… AI advancements will empower companies to move from managed payroll services to in-house or a more collaborative approach to producing payroll. Businesses may seek greater control over their payroll processes whilst initially dipping their toe in the water with AI. Organisations hesitant about AI will begin experimenting with its potential in 2025. This exploratory phase could translate into increased adoption and stronger market traction for AI-driven solutions.

“Many legacy payroll providers will find it challenging to match PayCaptain’s current capabilities, given the significant investment and transformation required to modernise outdated systems, therefore there will be an increased focus on future-proofing through innovation. Companies looking to stay ahead will increasingly adopt cutting-edge HR/Payroll technologies that leverage AI, Faster Payments, and built-in financial wellbeing features provide seamless, future-ready solutions. 

“HR platforms and workforce scheduling tools will increasingly partner with payroll providers like PayCaptain to expand their ecosystems, leveraging financial wellbeing features to deliver holistic solutions that benefit employees all round. Also, real-time analytics and insights will also become more vital – advanced analytics will become standard, enabling HR and payroll teams to gain actionable insights into employee behaviour, payroll trends, and cost management in real-time.

“Financial wellbeing will also become a core consideration when selecting HR/Payroll tech, and payroll tech will increasingly focus on personalisation, offering employees tailored financial insights, budgeting tools, and access to custom financial education”.

Simon Bocca, Founder and CEO at PayCaptain

Commenting on payroll compliance and changing regulations, Simon Bocca, founder and CEO at PayCaptain, added

“Regulatory changes in payroll are a constant challenge for businesses. Staying compliant with evolving legislation, labour regulations and reporting requirements is critical to avoid penalties and maintain trust. 

“In 2025, robust payroll software is a business’s best ally in navigating these complexities. PayCaptain’s software is designed to adapt to changing regulations effortlessly. From automatic tax updates to real-time payroll compliance checks, it keeps businesses on the right side of HR and payroll legislation. By automating these processes, business owners can focus on growth rather than getting bogged down by administrative tasks”.

Mason Potter, Co-Founder at Grateful

Adding to the conversation from the point of view of tipping and tronc, Mason Potter, co-founder at Grateful, commented:

“I’ve closely watched the transformation of the markets adoption of tronc in light of The Allocation Of Tips Act, which are pivotal in managing and distributing tips fairly and transparently. In 2025, not only just with tronc, but with the whole HR stack for SMEs I predict tronc will shift further towards being a ‘people first’ initiative to drive and encourage better behaviour in the workplace. By utilising automation, leveraging AI and utilising technology to address challenges around compliance, efficiency, and employee satisfaction.

“One major evolution will be the integration of AI-powered analytics, allowing businesses to distribute tips more equitably based on hours worked, roles, and customer interactions. These advancements will not only enhance fairness but also empower HR teams with detailed insights into staff performance and morale, allowing businesses to make data driven, impartial and non-discriminatory decisions. Furthermore, as cash usage declines, digital tronc systems will be further adopted and utilised by owner operators and will eventually become the norm.

“For HR departments, these changes are transformative. Automated systems will reduce the administrative burden of manual calculations, freeing up time for strategic initiatives or for businesses owners to focus on driving their business forward. Moreover, as transparency increases, businesses will need to foster trust by actively involving staff in how tips are allocated. At Grateful, we’re committed to being at the forefront of these changes, helping organizations embrace the future of tronc with tools designed for fairness and growth”.

Joel Beverley, Co-Founder at RotaCloud

Speaking on the topic ofpeople management, Joel Beverley, Co-founder, RotaCloud added that: 

“People management is quickly changing, and AI is at the heart of that change. It’s shaping the way businesses handle scheduling, engagement, and workforce planning. And honestly, that’s a good thing.

“I see AI-driven scheduling matching shifts to employee preferences, skills, and availability, in the future, while making sure businesses stay fully staffed without overspending, preventing last-minute changes (and issues that come with it). Similarly, automation will take over repetitive tasks, removing managers from boring admin tasks and giving them their time back to focus on what really matters – growing the business and supporting their teams.

“And it’s not just about efficiency. AI predictive tools will be able to identify early signs of burnout and disengagement, helping businesses to step in early, keep employees happy, and improve retention. Workforce planning will also get smarter, factoring in seasonal trends, weather, and even local events to help businesses prepare instead of react. At the heart of it all, with AI ensuring shifts are distributed evenly and offering more flexibility – it is making workplaces fairer and more transparent. And when employees feel valued and businesses stay in control of their bottom line, everyone wins”.

Yasmin Lord-Pottinger, People and Talent Lead at CharlieHR

Commenting on employee benefits and perks, Yasmin Lord-Pottinger, our People and Talent Lead at CharlieHR added that:

“The future of team member benefits is heading in an exciting and necessary direction—one that prioritises inclusivity, flexibility, and true work-life balance. Forward-thinking companies are already moving away from one-size-fits-all perks and instead embracing benefits that support team members in ways that genuinely enhance their personal and work lives.

“One key trend I expect to see is the rise of flexible working structures that empower team members to better balance work and home life. Like the nine-day fortnight that we do at Charlie—where team members work their full hours over nine days instead of ten—give people the space to reset and manage personal responsibilities while fostering a culture of collaboration and efficiency. With fewer working days, teams naturally sharpen their focus, improve communication, and work more intentionally.

“AI is also playing an increasingly significant role in shaping the future of benefits. AI-powered platforms can personalise financial wellbeing support based on individual spending patterns, helping team members make informed decisions and reduce financial stress. Similarly, AI-driven benefits platforms are transforming how companies approach wellbeing—offering tailored healthcare options, from mental wellbeing support to physical health programmes, ensuring that every team member has access to benefits that align with their unique needs.

“Beyond traditional benefits, AI-powered support tools are revolutionising team member wellbeing. Virtual assistants can provide personalised coaching, nudging team members towards healthier habits, managing stress, and maintaining work-life balance. AI-driven learning platforms can help team members upskill in ways that align with both their career goals and the company’s evolving needs. Additionally, performance-enhancing AI tools—such as automated workflow assistants etc—can reduce workload and help team members work more efficiently, ultimately helping to prevent burnout.

“Companies are beginning to view perks not just as add-ons but as essential tools to support different life circumstances. Whether it’s enhanced parental leave policies, flexible healthcare options, or platforms that provide personalised lifestyle benefits, the future is about empowering team members with choices that reflect their individual circumstances. Ultimately, the future of benefits and perks is about creating meaningful, accessible, and adaptive support systems—ones that truly improve team members’ lives both inside and outside of work.

Helen Armstrong, CEO and Founder at Silver Cloud

Helen Armstrong, CEO and founder of Silver Cloud shared her predictions looking at HR digital transformation: “Right now, HR digital transformation is in the midst of its own transformation. We are increasingly moving from the idea that people teams are still stuck on paper and spreadsheets (though, of course, many still are) to the idea that HR and payroll teams are strategic points of organisational change – and they’re using tech to do this. Because of this, digital transformation in the future isn’t going to be about ditching manual tasks. Instead, it’s going to be focused on giving People teams the power to drive strategy and innovation in ways that we’re only seeing at the highest end of digitally transformed organisations at the moment.   

“As part of this, AI will, eventually, be the way we all get things done. Already, HR teams are amongst the biggest advocates of AI in businesses. As an industry, we are embracing it heavily – something you can see in the shifting offerings of so many providers. While none of us know what AI will evolve into in the future, we can guess at how it will impact us. Complicated strategies like skills-based organisations will be more achievable and open up new organisational structures. HR teams will be more focused on interpreting AI-driven insights into operational initiatives. Leaders in HR will need to be on the cutting edge of what AI is capable of to keep their teams, and wider businesses, competitive”.