Payroll teams are under more pressure than ever. There is constant legislative change, tighter deadlines, heavier workloads and the need to deliver accurate payrolls every single month.

That is why Zellis has created HCM 10.2. With this latest release, we’ve focused on updates that cut down manual effort, boost compliance and streamline the processes that can slow payroll teams down. Here’s what it means for the people who keep payroll running.

Stay ahead of constant legislative change

Regulation is evolving at a relentless pace. As a result, payroll teams managing thousands of employees face constant updates, many of which require significant effort to interpret and implement. HCM 10.2 removes that burden by embedding essential updates aligned with HMRC’s April 2026 RTI guidance, including the removal of redundant FPS fields and new support for Student Loan Plan Type 5 and Statutory Parental Bereavement Pay for Northern Ireland.

This ensures payroll teams don’t just stay compliant – they stay ahead.

Improve accuracy and reduce rework

Every payroll professional knows the headache – and cost – that comes with rejected submissions: delayed pay, extra cycles of correction, and unnecessary stress. HCM 10.2 significantly enhances FPS and EPS reliability through deeper validation and more streamlined Filing By Internet processes.

The result?

  • Fewer errors
  • Less manual correction
  • Faster end-to-end submission cycles

For high-volume payroll teams, these improvements translate into hours saved every month and a notable reduction in operational risk.

Confidently prepare for 2027 mandatory payrolling of benefits

With the April 2027 mandate approaching, payroll teams need systems that can handle Benefits in Kind (BIK) with precision. HCM 10.2 delivers:

  • Improved BIK automation
  • Clearer navigation
  • Full support for mid-year migrations

Complex tasks such as beneficial loan calculations affected by mid-year interest rate changes are now handled in-system, reducing reliance on spreadsheets, preventing errors that often creep in during manual work.

Ensure seamless SSP compliance for 2026

Statutory Sick Pay rules are changing again, and the impact will be felt across many organisations. The removal of waiting days, revised Lower Earnings Limit (LEL) rules and the new 80% average pay requirement have far-reaching implications. HCM 10.2 fully incorporates these updates, ensuring payroll teams can adapt quickly and confidently.

New visibility tools, such as “SSP Actual Weekly Paid”, give teams instant clarity on absence-related cases, especially valuable for shared service centres processing high caseload volumes. For many teams, this will remove a lot of the back-and-forth you deal with today.

Manage parental leave and bereavement updates with ease

The release includes updates to paternity leave, bereavement pay and miscarriage-related entitlements for Great Britain and Northern Ireland, helping payroll teams stay aligned with the Employment Rights Bill.

These updates are supported by enhanced reporting, ensuring compliance doesn’t add additional administrative friction.

Process Student Loan Plan Type 5 without workarounds

HCM 10.2 introduces complete lifecycle support for Student Loan Plan Type 5 (SL5), covering parameters, deductions, routing, starter declarations, and RTI handling.

That means payroll teams can process SL5 confidently from onboarding through to statutory reporting, without relying on temporary fixes or off-system calculations.

Designed for the realities of modern payroll

This release isn’t just another update. It’s a direct response to the latest challenges payroll professionals face every day.

Regulatory change is one of the biggest challenges facing payroll operations today. With HCM 10.2, we are giving organisations the tools they need to stay compliant, automate more processes, and remove administrative friction.

– Winston Poyton, Chief Product Officer at Zellis

Why this matters

For payroll teams, HCM 10.2 means:

  • Less rework and fewer errors
  • Faster processing and quicker submissions
  • More automated compliance
  • Reduced reliance on spreadsheets
  • Greater confidence in complex statutory calculations

All of this means payroll teams can work with clearer data, less pressure and greater confidence, even as things keep changing.