Not Available Message For the sake of viewer convenience, the content is shown below in the alternative language. You may click the link to switch the active language.

Payroll Outsourcing

Made Secure

Asia’s Leading Payroll Provider

i-Admin offers tailored payroll solutions for businesses of all sizes. Utilizing world-class technology, our cloud-based platform allows you to deliver e-payslips, e-hr, and more. With over 16 years of experience in Asia, your security is guaranteed when you outsource with us.


Business in the Asia-Pacific region is booming: In 2001, for example, the region accounted for about one-fourth of all global merchandise exports. By 2014, that figure had risen to one-third. That same year, Asia-Pacific businesses generated more than 40 percent of global Gross Domestic Product (GDP). Overall, economic output for the region quadrupled over the last 20 years.
[expand title=”Read More”]
In the face of such rapid growth, many Asian businesses are finding themselves scrambling to keep up. Payroll, in particular, tends to be an area of particular concern. It’s one function in which there’s simply no room for the kind of error that can upset both employees and regulatory agencies.

Here are some of the primary challenges HR professionals in Asia are grappling with:

Varied regulatory environments

While there are differing opinions as to which countries are included in the Asia-Pacific category, it’s generally considered to include everything from Mongolia to New Zealand and from Central Asia and Iran to Kiribata. That means that there are many different national governments, each with their own labor laws and regulations as well as their own standards for things like overtime pay, sick pay, holidays, etc. In Vietnam, for example, female workers are entitled to a six-month maternity leave, while Hong Kong only mandates 10 weeks at 80 percent pay.

In addition, companies operating in APAC must constantly keep up with each country’s regulatory changes. For example, Japan’s “My Number” law went into effect January 1, 2016. That law requires all workers to have a number that is correlated with personal information like tax reporting, medical records, and bank accounts. Businesses operating in Japan had to collect and manage every employee’s number, and many had to upgrade security to be in compliance with government standards.

The number of business leaders in Asia who are managing multiple systems is 50 percent higher than the global average, and the complexities involved in that have led many companies to handle payroll on a local level in order to take advantage of on-the-ground insight into compliance issues. However, localized payroll processing is inefficient and expensive.

Lack of documentation for current processes

In many cases where payroll functions are localized, there are no documented processes. And, if there are documented processes, they often don’t reflect reality. They’re not compatible with “the way things are done” locally – so employees ignore them. Not only does the lack of documentation present compliance challenges, it carries the risk of major disruption when a key employee leaves, taking their knowledge of the payroll system with them.

Currency differences

Operating across multiple countries in APAC also means dealing in differing currencies and regulations regarding those currencies. In addition, constantly changing exchange rates add another layer of complexity that can be somewhat reduced by localizing payroll functions. The tradeoff is reduced efficiency.

Weak reporting capabilities

Workforce costs and productivity are key business metrics. However, it’s difficult to analyze those factors when each unit is reporting different metrics or using customized calculations for common metrics. This lack of standardization also increases the risk of audits and regulatory violations.

These are just a few of the pain points affecting all businesses working in the Asia-Pacific region. Don’t wait until a crisis to address them. Start investigating your options (outsourcing, handling payroll functions in-house locally, handling them in-house from a centralized location, etc.) now so that you can make an informed decision when the time comes.


We can help you

(English) payroll outsourcing - get secure

Get Secure

Ensure that your data is safe
  • Keep your payroll data on a remote server for safekeeping
  • Limit access to your sensitive information
  • Never lose your data again
(English) payroll outsourcing - save costs

Save costs

No need for new infrastructure
  • Save resources used on employing and training full-time HR staff
  • Maintain existing payroll systems even with changes in company infrastructure
(English) payroll outsourcing - statutory expertise

Get compliance expertise

Ensure full regulatory compliance
  • Avoid sifting through ever-changing, complex regulations to stay updated
  • Run your business without worrying about unnecessary fines and penalties

Thank you for contacting us. We will get back to you shortly.