HR Software Resources

I've been digging into which withdrawal options help Deel Payroll contractors keep conversion fees low. Fast international payments, automatic withdrawal in a preferred currency and a choice of methods are what people rate highest. Going by reviews, fees come up mainly with foreign currency conversion and certain account-to-account transfers, so the options that help are the ones that pay out in your local currency to a well-supported method, chosen by comparing what's available in your country at setup. Some contractors also mention withdrawing in more than one step rather than the full balance at once.

In global payroll, the deciding factor seems to be where the contractor lives and banks. Someone paid in local currency through a supported method gets the main benefit, a payment that lands quickly with almost no admin, and the range of methods means most contractors can find a route that fits.

What I'd like to hear from contractors:

• Which withdrawal method works out cheapest where you are?
• Do you receive in USD and convert, or receive in local currency?
• Has the method you started with changed over time?

What do you wish you'd known about withdrawal options when you first set up?

I've been checking whether people can request a half day of PTO in Paylocity when requests are entered in hours, and the answer on G2 is yes, as its hour equivalent: four hours on an eight-hour day, with some admins calculating the hours manually for exempt employees. Mixed workforces are where it comes up, since salaried staff think in days, and a request entered as the wrong number of hours affects the balance until someone corrects it. What works well once the hour value of a half day is agreed is the flow itself: requests go through the self-service portal and mobile app and reach managers without admin involvement.

For core HR systems serving hourly workforces, hours are the right unit, since a half day isn't a fixed quantity when shifts vary in length. Paylocity suits that well, and its self-service portal and mobile app let staff manage their own requests. A short note to salaried staff on how many hours a half day is in your organisation removes most of the confusion.

How do your salaried staff enter a half day, and does the approval view make sense to their managers? And has anyone set up a standard hour value for a half day to keep it consistent?

I've been digging into how Paylocity admins build complex custom reports, and where the line falls before they move to a spreadsheet. Going by G2 reviews, the line falls at validation: deduction reports, summaries and payroll registers are built inside Paylocity, while cross-checking figures across several reports, or rechecking after an update changes how a report pulls data, happens in a spreadsheet or with support. For a monthly cross-check, that becomes a monthly export. Customisable reporting is still one of the things people praise most, because the reports run every pay cycle come straight out of the same system that ran the payroll.

Across core HR systems, reporting tends to be built either for standard payroll and HR figures or for open-ended analysis, and Paylocity sits on the standard side, which suits organisations whose reporting follows the payroll cycle. Analysis that cuts across pay rules, departments and custom fields is where a spreadsheet takes over, and many teams treat that as the normal division of work rather than a gap.

Reports people seem to keep inside versus export:

1. Payroll registers and deduction reports. Built in, and run every cycle.
2. Summaries for managers. Built in, with some customisation.
3. Cross-checks and one-off analysis. Exported and finished in a spreadsheet.

Which reports do you still finish outside Paylocity? And has an update ever changed a report you relied on?