Widespread worker challenges, evolving payroll preferences, and growing technology adoption were key employment aspects explored.

Based on a July 2025 survey of over 1,000 full-time employees based in Hong Kong*, and more than 250 payroll decision-makers, a financial software firm has shared some inaugural findings related to financial stress, payroll preferences, and technology adoption in the SAR with the media.

First, 86% of respondents cited that their wages were not keeping pace with inflation, with finance sector workers indicating a greater decrease in real paycheck value compared to those in technology.

Second, 37% of respondents had indicated difficulty covering basic expenses, and 66% cited they could maintain their lifestyle for fewer than six months without employment. Younger workers appeared more financially vulnerable, with nearly half indicating they could sustain their lifestyle for three months or less if unemployed.

Other findings
Third, 83% of respondents had reported using financial services while waiting for pay, including credit cards, buy-now-pay-later services, cash advance apps, and earned wage access programs. While most were receiving monthly pay, 46% indicated a preference for weekly or bi-weekly payments, especially among younger workers. More than half had expressed interest in tailoring a mix of salary and leave, with retirement and health-related benefits prioritized when allocating allowances. Also:

  • A majority of employees had indicated willingness to consider alternative salary payment formats such as stocks, employer rewards, foreign currency, or cryptocurrency.
  • Respondents also cited discomfort during salary negotiations, lack of contact clarity for payroll questions, and perceived gaps in understanding paycheck deductions and retirement planning, particularly among younger workers.
  • Among payroll decision-makers, 88% had indicated current use or plans to use AI technologies for payroll processing, citing expected benefits in cost, time, and error reduction. Challenges included skills shortages, increased workloads, regulatory concerns, system integration issues, and data privacy risks. Nearly half of these respondents had indicated planning to increase payroll headcount in the coming year.

According to Karen Ng, Regional Head of Expansion, Enterprise (North and South Asia), Deel, the firm releasing its findings: “As the city continues to compete for top talent, payroll flexibility will be a differentiator.”

*across various industries, company sizes, and demographics (including over 250 payroll decision-makers) across small- and medium- sized enterprises, mid-market, and large enterprises. No further methodological details, such as sampling methods, respondent selection criteria, or weighting procedures, were provided. Readers are advised to interpret the findings with the usual academic skepticism due to these limitations.